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Creating a Positive Workplace for Employee Mental Health PowerPoint Presentation

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Description : Check out this medical PowerPoint presentation titled "Creating a Positive Workplace for Employee Mental Health" by Ed Fisher, PhD and Patrick Tang, MPH. Know how about Worksite Mental Health for Owners and Managers.

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Published on : Mar 15, 2023 | Views : 564 | Downloads : 0

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Slide 1-

Creating a Positive Workplace for Employee Mental Health February 5, 2021 Ed Fisher, PhD Global Director Patrick Tang, MPH Program Manager
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Strategies Range of Problems Range of Programs (Worksite Wellness/Health Promotion, Organizational Factors, Clinical Services) Practicalities Worksite Mental Health forOwners and Managers Access all recorded webinars and slides at https://go.unc.edu/PROSPER
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STRATEGIES
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Types of problems Diagnoses e.g., Major Depressive Disorder (MDD), Generalized Anxiety Disorder (GAD) As per Diagnostic and Statistical Manual of the American Psychiatric Association (DSM-5) Broad range of problems – hassles, feeling anxious or sad, family stressors, etc. Problems of the workplace – stress, morale, cohesion, absenteeism Objectives Reduce absenteeism Increase presenteeism Increase morale, productivity, customer satisfaction Raise reputation of company as a good place to work and progressive, reliable source of products Reduce health care costs (mental health major driver itself and contributor to physical health problems) Problems and Objectives
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Clinical Services and Resources For diagnosed problems, those needing professional care EAP Adequate behavioral health coverage Family coverage (adolescent and spouse mental health often major driver of employer health costs) Layers of Programs Objectives Reduce absenteeism Increase presenteeism Increase morale, productivity, customer satisfaction Raise reputation of company as a good place to work and progressive, reliable source of products Reduce health care costs (mental health major driver itself and contributor to physical health problems) Worksite Based Resources & Activities For Problems “We all Have” Workshops, Classes Group Programs Promotional Campaigns Policies and Practices HR Supervision and reporting relationships Organizational climate
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Range of Activities Wellness and peer support group and individual activities Incorporate mental health into general management practices, e.g., Quality Circles Company investment in resources: e.g., work-out room and equipment; nursing mothers facility; attractive, private room for group meetings; healthy vending machines and facilities for healthy diet – refrigerators, stoves, microwaves Organization and Governance Employee engagement in program direction and implementation Employee steering committee – workplace wide in small company, within units in larger When possible, choices by employees (e.g., purchases of break room equipment, topics for monthly wellness meetings) Advantage of Community – Smoking Cessation in St. Louis Higher quit rates among those exposed to the broad campaign than among those who joined classes to help them quit (Fisher et al. Am J Health Promotion 1994 9: 39-47, 75.) Worksite as Community
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PRACTICALITIES
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Contracted Services Professional, services provided by organization focused on health/mental health Fixed costs Reduced management burden Confidentiality Company Based Services Direct management of nature, quality of services Reflect corporate culture Connect with worksite, employee-based activities and services Opportunity for leadership to set tone, example Link with broader organization initiatives re: morale, quality control, etc. Questions: To what extent is mental health, morale, etc. a core concern for business? (e.g., customer service vs. low tech manufacturing) Contract out for core business? Blending of types of services? Contracted vs Company Services
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Perspectives of Employees vs Management For management: stress management to teach employees skills that will increase productivity/decrease absenteeism For employees: stress management = fix my boss! Framing and Promotion Organize around common concerns, e.g., weight, exercise, feeling down, rather than clinical concerns, e.g., diabetes, depression. Provide company time for activities (assume gains in productivity will balance out lost time). Develop with employee input and employee exemplars in promotion. Critical roles of supervisors: endorsing vs “grudging” permission. Roles of managers: As participants? Setting tone. Clarifying commitment. Wellness and Related Services
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Individual Support Great capacity – e.g., successful cognitive behavior therapy for post-partum depression implemented by nonprofessional health workers in Pakistan Range of services: promote, navigate (e.g., insurance or available services), support health behavior change, implement health education Training: depending on services, 8 to 40 hours Need for coordination and back-up by HR or employee health staff Mutual Support Encourage all to support all, e.g., training on “How to be a friend at work” Train individuals to promote mutual support activities, “pods” Groups of coworkers focused on wide range of topics: exercise, shared interests, “Moms’ Group” or “Cat Lovers” Objective: everybody has someone at worksite with whom they can confide or call on for a favor – What would achieving this do to corporate culture? Peer Support
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Key Theme: Stress is what we do in dealing with stressors,not something that happens to us Example of Worksite Program: Stress Management Key to Behavior Change: Develop skills over time with homework leading to next session leading to homework…….
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Begin with employees and their perceptions and needs Town hall meetings, surveys, web bulletin boards Employee steering committee – look for decisions to turn over Consider placement outside of HR or health services, e.g., production manager as management lead Introduce company and management needs as part of the mix – “our ability to stay in business is threatened by health care costs” Program emphases Traffic > content?? Promotion, events, contests Peer support and/or group programs Classes guided by steering committee Resources: walking path, cafeteria, exercise room, showers??????? Developing Health Promotion as Part of Worksite Community
Slide 13-

ORGANIZATIONAL FACTORS
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Organizational Risk Factors Poor organization of work plays a significant role in development of mental health problems Content of work Workload Participation and control Job content Context of work Role in organization Reward Equity Interpersonal relationships Working environment Workplace culture Home-work interface
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Content of Work World Health Organization. “Mental Health Policies and Programmes in the Workplace.”
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Context of Work
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Strategies as Part of Overall Mental Health Policy Increase awareness of mental health issues Support employees at risk Provide treatment for employees with a problem Changing the organization of work Reintegrating employees with a problem into the workplace World Health Organization. “Mental Health Policies and Programmes in the Workplace.”
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Beneficial Policies Encourage employees to use their vacation days Send employees home when they are sick Use lunchtime for social activities or walking with colleagues Map out a walking route for employees to help them get started Allow employees to take 15-minute “power naps” during the workdayNB: U.S. needs to reverse view of sleep as weaknessSleep deprivation = inebriation  Implications for bottom line?? Set the expectation that people don’t respond to emails over night or over the weekends Normalize talking about stress and other mental health problems
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Beneficial Policies, cont. Create quiet spaces for relaxation Train managers to recognize signs and symptoms of mental health problems among team members Team-building with physical activities (like walk-a-thons) Meaningful retreats (initiate dialogues around workplace values, culture, and mental health) Clear leadership support for EAP and confidentiality around it
Slide 20-

Involve Employees Solicit feedback and ideas from employees on: Things that stress them out at the workplace Things that they love about the workplace What changes would make them feel happier in the workplace? Do they have positive experiences from other companies that might be adopted? Create a workplace wellness committee
Slide 21-

Ways in which employees want their employers to keep them safe during COVID Provide personal protective equipment Provide assurances that employees will be notified if a colleague gets sick Require customers to follow prescribed safety and personal hygiene practices Provide assurances on cleanliness and disinfecting practices Provide a clear response and shut-down protocols if someone tests positive Promote and enforce social distancing Require mandatory testing for employees returning to work after being out sick with COVID Provide a method for employees to give feedback on COVID-19 policies and practices PwC Survey
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Clinical Services & Resources Human Relations Employee Assistance Programs (EAP) Employee health insurance coverage for behavioral health Contract for services from behavioral health provider organization Identify services from County Health Departments – Many emphasize mental health and substance use Community Mental Health Centers?? Primary Care Providers National Alliance on Mental Illness / North Carolina: https://naminc.org/ Professional or Clinical Services
Slide 23-

Worksite Health Promotion Resources Working Well Toolkit http://workplacementalhealth.org/Employer-Resources/The-Working-Well-Toolkit
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Library of mental health resources for peers, staff and all employees at: https://go.unc.edu/mhr 11 Modules as “Handouts” or as PowerPoints for Webinars: 1. Sleep Disturbance – Getting Good Sleep 2. Low Mood #1 – Medications and Changing Assumptions 3. Low Mood #2 – Problem Solving and Getting & Giving Social Support 4. Getting Back in the Game – Resuming or Increasing Activities that Give Us Pleasure 5. Misuse of Food and Substances – Problem Solving and Coping with Temptations 6. Anxiety – Types and Ways to Manage 7. Post-Traumatic Stress Disorder (PTSD) 8. Problem Solving – Psychological Aspirin 9. Social Skills / Family and Relationship Skills – Skills for Everyday Problems 10. Social Support – Getting and Giving 11. Changing Assumptions (Cognitive Therapy) Mental Health Resources
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SUMMARY
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General: Recognize many choices in developing worksite mental health and that decisions should reflect organizational mission and objectives, nature of business, general role of work force in organizational objectives, nature of workforce, size and culture of organization, etc. Resources of NC Occupational Safety and Health Education and Research Center, and of Peers for Progress Expertise in worksite health promotion and peer support Consultation in program planning, development, implementation, evaluation Assistance in program implementation and training
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Access all recorded webinars and slides at https://go.unc.edu/PROSPER