Organizations are struggling hard for improving the
mental well-being of their workers. For the past few years, organizations have
been compulsory embedding into their corporate rules and culture about bringing
mental prosperity to their employees. Many companies including large
multinational companies are practically making implications in this regard and are
providing distinct opportunities to their employees. For instance, to bring
about social, emotional, and psychological stability among employees for working
in a shared environment, many organizations exercise tactics like carrying out a
periodic survey and getting feedback, providing mental assistance to the needy,
and giving professional advice as per requirements. Some organizations go to
the extent of providing health insurance policies and rest terms to the most
deserving employees. However, many loopholes in these processes are present and
a continuous need for bringing better strategies still exists.
Now the question arises why do employees even require
the need to have mental health care? The world of research literature, surveys,
and various kinds of analytical reports portray the reasons for the mental
sickness of the organization’s employees. Various research and case studies
have publicized that organizations burden employees with work overload and
develop excessive stress to attain the given targets. The pressure to perform
best in comparison, and the anxiety to get promotions, bonuses, and
compensation further affect the mental health of the workers. A disturbed
mental state of an employee is prone to the development of discontentment and
dissatisfaction in employees. It also negatively affects the overall
performance of employees. The leading research theories state that all these
factors lead to an increase in employee absenteeism, turnover, productivity
loss, and costs to the organizations.
Although an enormous amount of research studies for
the betterment have been conducted and the proposed solutions have been implied
in many corporate cultures, yet, the need to devise new strategies for the
emerging mental issues shall also continue. Organizations practice strategies
like job rotation and enrichment where the work duties of the employees are
shuffled and revised respectively. They also provide a more relaxed cultural
and social environment. These strategies are no doubt fruitful and effective,
however, introducing some more effective and practically proven strategies will
contribute something positive for the benefit of both the employees and the
organization.
The 3 most effective strategies to build mental
stability are;
Ice-Breaking and Brainstorming Sessions:
The bitterest truth is that despite all the
flexibilities that organizations provide to their employees and all the surveys
and feedback processes that they carry out, misses out on the important
element, and that is the ice-breaking session of the employees in a shared
working environment. The ice-breaking session holds the purpose to create
familiarity among the participants of an event. Hence, when ice-breaking
sessions are carried out frequently at various intervals in organizations where
the employees from various departments and staff level positions gather around
to get more familiarity and a sense of belonging. These kinds of sessions allow
the workers of an organization to bring up their problems that negatively affect
their mental health and then brainstorm over those issues to proceed towards a
healthy conclusion. When employees discuss their work issues in the form of
groups, they feel more secure and hopeful. The management and the authoritative
bodies jot down all the problems and try to come up with their best possible
strategies.
Psychological Sessions:
When we were in school and college, we used to
practice doing little prayers and listening to some motivational speeches by
the school staff during the morning assembly sessions on a daily basis. The
inspiring speeches used to work as fuel for the whole day for the students.
Similar practice within organizations where psychological sessions are conducted
periodically in various departments of the organization allows employees to get
their mental issues catered to along with having a sense of being important to
the organization. In these kinds of sessions, the organization must bring up
the psychological experts to hear employees’ issues in general and present to
them unbiased and honest reviews for improving the intellectual well-being of
the workers. The sessions must be interactive and refreshing.
Complaint Session:
Most of the time, employees hesitate to complain in
private or open about something that mentally drains them at work. When an organization practices a complaint
session which is usually set as a complaint week in each month, then employees
feel authoritative to confidentially launch their related complaints and sets
themselves hopeful about the consequences. As a result, the authoritative
persons dig into the real issues and bring about mental peace to the employees.
All these three strategies have worked like wonder
when I, as an authoritative person, applied them in those organizations where I
have been working. Although these strategies seem to be simple yet it creates
an effective corresponding culture in an organization when implemented along
with other common and traditional strategies for mental stability and hence, it
gives a boost to employees’ overall mental status.
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