In recent years, the topic of mental health has increasingly become the focus of companies and employees. And rightly so: Current studies show that more and more people are struggling with mental stress in their jobs and everyday lives. What can companies do about it? And how can employees manage their own resources better?
Mental health as a challenge
In a global study by the McKinsey Health Institute, 59 percent of respondents said they faced at least one mental health challenge.[1] While mental stress is less tangible than specific physical symptoms, it can have just as negative an impact on quality of life and performance. If feelings such as fear, worry, stress, anger or even sadness become a permanent feature of both professional and private life, this can have an impact on mental health and, in the worst case, lead to mental illnesses such as depression or anxiety. Companies should therefore take this aspect seriously and create the necessary conditions for a healthy working environment for their employees.
In a knowledge society, in which lifelong learning is a basic prerequisite for sustainable competitiveness, mental safety is a must. This includes strengthening what is known as psychological safety within teams. The concept of psychological safety goes back to Prof. Amy Edmondson and describes a state in which employees feel safe in the workplace to contribute their own ideas without fear of being sanctioned or punished for mistakes. This safety is the cornerstone for teams to work together successfully.
Another promising approach is also to focus on employees' strengths. In many situations, managers often still focus on identifying what is not running optimally in order to then improve these processes. Conversely, however, asking what has already worked well can increase employee motivation and "take the fear out of failure." For Edmondson, the key is not that a mistake happened, but how it can be avoided in the future.[2]
Creating concrete offerings in companies
Against this backdrop, it is becoming increasingly important that companies create mental health offerings and actively communicate them to employees. Those affected can quickly feel left alone with their problems or shy away from seeking help. Therefore, offers must above all be low-threshold and the possibility to remain anonymous should also be given.
ING has compiled a comprehensive range of information that employees can find in a central location on the intranet. Topics such as stress, anxiety, depression and burnout are discussed in detail, and initial points of contact such as company doctors or contacts outside the bank, such as the EAP helpline, are named. The EAP helpline is a nationwide team of social counselors, psychologists and doctors that employees can contact anonymously, unbureaucratically and free of charge. Tips and advice on preventive care or coaching, for more resilience or mindfulness are also part of the offer.
Ultimately, it is not only the employees who benefit from a healthy working environment, but also the companies themselves. Only satisfied and healthy employees can leverage their full potential and contribute their skills and ideas in the best possible way. For this reason, companies should focus even more on the aspect of mental health and work on a healthy work culture with appropriate offers.
[1] McKinsey Health Institute, 2022, Present company included: Prioritizing mental health and well-being for all: https://www.mckinsey.com/mhi/our-insights/present-company-included-prioritizing-mental-health-and-well-being-for-all#/ (abgerufen am 14.08.23)
[2] Amy C. Edmondson, 2018, The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation