Research shows how companies take care of their employees' mental health

A contrast between the high incidence of mental disorders among professionals in Brazil and insufficient actions to deal with the problem. This was the impasse encountered by Paul Ferreira (director of the Professional Masters in Administration at FGV EAESP), Taynã Appel (undergraduate in Business Administration at FGV EAESP and Bocconi University) and Ines Hungerbühler (Head of Clinical Strategy at Gympass) that motivated the development of a study about it.

Conducted with the support of 572 professionals, the survey was published in the GV-Executivo magazine and aims to point out ways to change this scenario. The Covid-19 pandemic was the trigger for the increase in cases related to mental health. Thus, companies began to pay more attention to the topic, however, even so, there are organizations that underestimate the importance and the need to keep the subject on the radar.

Throughout the study, the following was verified among organizations and leaders:

  • Implementation of different benefits with the pandemic;
  • These initiatives are perceived as insufficient by employees and there are divergences between what the company communicates and what is actually applied in daily work;
  • The role of leaders is central in the articulation of any mental health policy.
     

Results found

  • The current situation of mental health in companies

The pandemic that started in 2020 and 2021 showed workers' mental health greatly affected by health-related issues, life risks and an uncertain future. In 2022, the scenario changes to concerns related to professional overload, triggering episodes of demotivation, panic attacks, depression and even Burnout.

  • The most important benefits

The main benefits seen were health, financial aid and leadership/professional development.

  • Communication, implementation and perception gaps

In the perception of most respondents, companies do not implement or communicate eight of the 12 benefits listed as priorities. As the case of complete mental health programs with psychological care, delivery of masks, mindfulness, yoga, etc.

  • The role of managers

The most important proposal for respondents involves improving communication or alignment with their leaders, but almost two thirds of them claim that there are no programs in this regard. 

  • Mental health and performance

Although companies are fully aware of the need to take care of their employees' mental health, the evidence serves as a counterargument to the myopic view that taking care of mental health and maintaining the well-being of the workforce is just a way to reduce costs . What was observed is that they do little or do not worry about anything.

The article highlights three lessons learned that are relevant for organizations and their leaders:

  • The initial response of companies to the demand for mental health care is based on the implementation of different employee benefits;
  • This response is still perceived as insufficient by employees and suffers from divergences between what the company communicates and what is applied in daily work;
  • The role of leaders is central in the articulation of any mental health policy.

Recommendations

  • Encourage open conversations to reduce stigma
  • Listen first. Maintaining active listening is important.
  • Provide mental health training

According to the researchers, it was verified in the research that the collaborators need a holistic support with regard to mental health. “The solution is a proactive approach that puts employees first and redesigns work arrangements, processes and objectives to be more humane and healthier for workers. Not only will this help HR regain a more strategic role, it also has positive long-term benefits, including greater employee engagement, productivity and loyalty.”

To read the full article,  visit the website .

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