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Scott Harrop
Member - 3 posts
Historically, it has always been a case of "I see no spots" therefore the sufferer must be ok. There is such a stigma attached to this subject. Sufferers are seen to be weak and using 'depression' as an excuse to maybe under achieve in their work.
Much more proactive measures are required to embrace this topic in the work place to bring it into the 21st century. A little understanding and empathy in this hustle and bustle world where everything is about money and saving it at any cost. Lets not forget the people and the pressures they are under to ensure the accountants are happy.
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deborah padfield
Member - 2 posts
Of the clients I see with mental health problems, a fair few would benefit from returning to work - but only at the right pace initially, and with the security of knowing that their condition is understood sympathetically by management. The fear of further failure gets in the way of risking returning to work without such security. Yet these are often people who, once up and running again, would be good employees. I recognise the pressures on employers, especially small ones. But - realistically speaking - what support would employers need to work with these people? I find it a hugely frustrating problem!
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Anne McAllister
Member - 165 posts
Unfortunately, despite recent campaigns,mental health issues are still seen by some as a weakness. Even the person suffering will feel this way. Employers can help by accepting the fact that it is so prevalent.
Continuing to deny the problem exists is only making things worse.
Creating a culture of fear in the workplace (as with some absence sickness policies still in use) doesnt help either. If you are penalised or treated unfairly when you have been sick with flu you are unlikely to recieve help and understanding when things are more seriuos.
Good management can help reduce absence and appropriate return to work systems and keeping in touch policies help make the employee feel valued.
But how many use these tools in a positive way.
Exercise and a healthy balanced diet are crucial but what if your take home pay is inadequate ?
Cycle to work schemes are excellent ways of improving health, reducing stress and saving the planet.
Provision of welfare facilities such as subsidised canteens. adequate rest periods, payment of subsistance etc etc can only encourage healthier eating.
Counselling should be provided through OH is possible and if not arrangements can be made with external sources.
None of the above needs to be expensive but will reap many rewards in terms of staff loyalty, improved fitness and health and the feeling of being valued.
I always believe if you look after your workers they will look after your business.
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Nigel DuPree
Member - 170 posts
"Positive Regard" for one another sufficient to be perceived as 'Peer Approval' seams to be at an all time low and consistant 'approval deprivation' will crush the best or strongest of us over time leaving individuals or even whole sections or departments suffering from "performance anxiety" where management just can not seam to find a good word for anyone.
If cost of stress related deaths is in the order of £20bn (news/display/id/1447) and CVD (cardiovascular disease) costs are estimated at £130bn someone is going to have to do something about the friendly fire of omission to deal with toxic culture as the collateral damage to human resources affects THEIR healthy dividends.
If money doesn't shake them out of their apathy or plain feedback blindness perhaps a little collateral damage to their reputations by Naming and Shaming them will provide a little payback for those they have insidiously debilitated through approval deprivation undermining their confidence to the point where so many do not want to come into work in the first place and dream of having another job to go to. (workplace survey on job satisfaction only 5% happy)
Just can't understand why anyone would want to impair the performance by constructively damaging their most valuable asset - their human resources?
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