Mental-Health-at-Work-Building-a-Culture-of-Well-being-Resilience.pdf

This document discusses psychological problems in management, including stress, burnout, mobbing, and workaholism. It defines mental health and outlines the strateigies help employees cope with mental health issues at workplace This document discusses psychological issues in management, including stress, burnout, mobbing, and workaholism. It defines mental health and outlines strategies to help employees cope with mental health issues in the workplace.

1. Mental Health at Work - SlideShare Content
Slide 1: Mental Health at Work: Building a Culture of Well-being &
Resilience
Subtitle: Strategies, Support, and Solutions for a Healthier Workplace
Slide 2: What is Mental Health at Work?
Definition Mental health refers to emotional, psychological, and social well-being
affecting how individuals think, feel, and act in the workplace.
Key Components:
• Emotional regulation and stress management
• Positive relationships with colleagues
• Sense of purpose and engagement
• Work-life balance and boundaries
Why It Matters: Mental health impacts productivity, creativity, absenteeism, employee
retention, and overall organizational culture.
Slide 3: The State of Mental Health - Key Statistics
• 1 in 5 adults experience mental illness each year
• 60% of employees report workplace stress affects mental health
• $1 Trillion annual cost of lost productivity globally due to depression and anxiety
• 76% of workers say employer support for mental health affects their decision to
stay
Slide 4: Common Mental Health Challenges at Work
• Chronic Stress
• Overwork, tight deadlines, lack of support, and constant pressure
• Burnout
• Exhaustion, cynicism, and reduced effectiveness from prolonged stress
• Anxiety & Depression
• Impact of high workload, isolation, job insecurity, and life stress
• Work-Life Imbalance
• Difficulty disconnecting, overcommitment, and boundary erosion

2. Slide 5: The Hidden Issue - Workplace Mobbing
What is Mobbing?
Psychological harassment involving repeated hostile behaviors by a group toward an
individual, creating a toxic work environment.
Signs of Mobbing:
• Exclusion from meetings or communications
• Constant criticism and undermining
• Spreading rumors or false information
• Withholding resources or information
Impact on Victims:
• Severe anxiety and depression
• Loss of confidence and self-esteem
• Physical health problems
• Career damage and job loss
Slide 6: Workaholism - The Praised Problem
What is Workaholism?
Compulsives need to work excessively, often praised as dedication but harmful to
mental and physical health.
Warning Signs:
• Inability to disconnect from work
• Working during personal time consistently
• Feeling guilty when not working
• Neglecting relationships and health
The Cost: Workaholics face higher rates of burnout, cardiovascular disease, and
relationship breakdown. Organizations must shift from praising overwork to valuing
balance.
Slide 7: Impact on Employees - The Human Cost
• Decreased Productivity
• Difficulty concentrating, making decisions, and maintaining motivation
• Increased Absenteeism
• More sick days, tardiness, and presenteeism
• Higher Turnover
• Employees leave seeking better mental health support

3. • Personal Suffering
• Damaged relationships, reduced quality of life

Slide 8: Impact on Employers - Business Case for Action
Financial Impact:
• Mental health issues cost businesses billions annually in lost productivity
• Absenteeism and turnover increase recruitment and training costs
• Presenteeism reduces quality and innovation
Legal & Ethical Responsibility: Employers have a duty to provide a safe, supportive
environment and prevent workplace harm.
ROI of Support: $4 return for every $1 invested in mental health treatment
Slide 9: Benefits of Mental Health Support
• Higher Productivity
• Supported employees are more engaged, creative, and effective
• Reduced Costs
• Lower absenteeism, turnover, and healthcare expenses
• Better Retention
• Positive culture encourages long-term commitment
• Stronger Brand
• Attract top talent with reputation for employee well-being
Slide 10: Creating Psychological Safety at Work
What is Psychological Safety?
A climate where people feel safe to speak up, take risks, ask questions, and admit
mistakes without fear of punishment or humiliation.
Why It Matters:
• Foundation for innovation and learning
• Enables open communication
• Reduces stress and anxiety
• Improves team performance
How to Build It:
• Encourage questions and concerns
• Respond constructively to mistakes

4. • Model vulnerability as a leader
• Acknowledge and thank contributors

Slide 11: 10 Strategies to Support Mental Health
• Promote work-life balance with flexible schedules
• Encourage regular breaks and vacation use
• Create open-door policies for concerns
• Provide access to counseling services
• Offer mental health days without stigma
• Train managers to recognize warning signs
• Build supportive team cultures
• Set realistic workloads and deadlines
• Celebrate achievements and progress
• Foster peer support networks
Slide 12: Mental Health Programs & Solutions
• Employee Assistance Programs (EAPs)
• Confidential counseling, crisis support, work-life services, and referrals to
specialists
• Wellness Initiatives
• Fitness programs, mindfulness training, stress management workshops, and
health screenings
• Manager Training
• Equip leaders to recognize signs, have supportive conversations, and connect
employees to resources
Slide 13: Leadership's Critical Role
• Lead by Example Leaders must model healthy behaviors, openly support
initiatives, and share their own boundaries.
• Create Inclusive Culture Encourage open discussions, normalize seeking help,
and reduce stigma through transparent communication.
• Regular Check-ins Hold one-on-ones to discuss workload, well-being, and
career goals. Make mental health a standing agenda item.
Slide 14: Employee Self-Care - Personal Strategies
• Practice Self-Care
• Take breaks, practice mindfulness, exercise, and maintain healthy sleep habits
• Set Boundaries

5. • Disconnect after hours, learn to say no, and protect personal time
• Seek Support
• Reach out to HR, use EAP services, or talk to a mental health professional
• Stay Connected
• Build positive relationships with colleagues and maintain social support

Slide 15: Warning Signs Checklist
• Behavioral Changes:
• Increased absenteeism or tardiness
• Withdrawal from team activities
• Decreased productivity or quality
• Irritability or mood swings
• Difficulty concentrating
• Physical Symptoms:
• Chronic fatigue or exhaustion
• Frequent headaches or pain
• Changes in appetite or weight
• Sleep disturbances
• Physical appearance changes

Slide 16: Mental Health Assessment Framework
1. Assess Current State
Survey employees, analyze absence data, review exit interviews
2. Identify Priorities
Pinpoint key stressors, high-risk groups, and areas for improvement
3. Implement Solutions
Launch programs, train leaders, create policies, allocate resources
4. Monitor & Adjust
Track metrics, gather feedback, refine approach, celebrate wins
Slide 17: Measuring Success - Key Metrics
Leading Indicators:
• Employee engagement scores

6. • Utilization of mental health resources
• Manager training completion rates
• Participation in wellness programs
Lagging Indicators:
• Absenteeism and turnover rates
• Productivity and performance metrics
• Healthcare costs
• Employee satisfaction surveys
Slide 18: Call to Action
Ready to Transform Your Workplace?
Let's build a mentally healthy organization together
Contact: https://www.vantagefit.io/