Mental health issues are a growing problem globally, peaking during the working age. 30% of absenteeism is related to mental health issues, and the expectation is that this percentage will continue to rise. Negative work conditions can amplify problems and absenteeism, placing responsibility on the organization.

Work can also contribute positively to mental health by providing satisfaction, confidence, structure, social contact, and meaning. This presents an opportunity for organizations. By investing in the mental health of employees, organizations can help their people feel better and increase engagement. This contributes not only to the success of the organization but also to the well-being of its people.

What can an organization do about mental health issues?

‘Ordinary’ stress or nearing burnout?

Mental health issues involve behavior, thoughts, and feelings, covering a broad spectrum that is interconnected. How do you know exactly what’s going on, what you can do about it, and whether there is cause for concern? ‘Ordinary’ stress or nearing burnout? Take it easy or address difficulties?

Boundaries

Challenging for individuals and also for HR and managers, who often seem to be expected to handle everything and have time for everything. However, you can’t and don’t want to discuss everything at work. You don’t have the time and energy to give everyone personal attention, and not every manager is skilled at it.

Quickly getting to the core in a confidential conversation

Experienced Yet Experts can quickly unravel what’s happening. They can observe without personal interest in the situation, stand beside someone, and provide an honest reflection. The focus is on what someone already possesses to move forward successfully. It’s not an intake but a standalone conversation. We don’t diagnose, but we have the knowledge and experience to ask the right questions and provide advice if necessary.

Mindset change

Of course, we don’t solve everything in one conversation. Change is gradual, requiring practice. It doesn’t mean that a professional needs to accompany every step. People are resilient. Occasionally, in a challenging moment, a good conversation to change the mindset is a proven effective way to make small but impactful adjustments.

Prevent trouble

Such a short intervention is easy and quickly deployable. It costs relatively little time, money, and attention. This way, you can make early adjustments, not only preventing absenteeism and fallout but also averting a lot of trouble along the way.

Strengthen engagement and resilience

An employee who feels unwell, works poorly, and communicates poorly has a negative impact on the environment. Not only in the workplace but also at home. That’s a shame because by making quick adjustments, you strengthen the engagement and resilience of your people and, consequently, your organization. Everyone benefits from that!