How to boost your business performance by caring for mental health

Entrepreneurs and owner-managers know that they have to wear many hats, especially in the early stages of their ventures – they have to be a sales manager, production manager, financial manager all at the same time. One important role that must not be overlooked is that of a wellbeing custodian, says Amogelang Montane, HR Business Partner at Business Partners Limited.

October, which is mental health awareness month in South Africa, is a good time for business owners to reflect on their all-important role as stewards of the mental health environment in their business, says Amogelang.

Just because the role is somewhat difficult to define – it is some combination of mentor, coach, motivator, protector, inspirational leader and a shoulder-to-cry-on it does not mean that it is not important. In fact, says Amogelang, the mental-health environment of an organisation has a direct and major impact on virtually all of the usual business’ performance measures – absenteeism, staff turnover, productivity and profitability.

And if the World Health Organisation’s (WHO) figures are anything to go by, the mental health of organisations is becoming an increasingly important competitive edge. The WHO predicts that by 2030 mental-health conditions, specifically depression, will be the single most costly disease in the world.

There is a great deal that business owners can do to counter this trend, says Amogelang, who lists some of the most important:

1. Run mental-health awareness campaigns in your business: When mental-health issues are not openly discussed in an organisation, the problem often emerges too late to prevent maximum damage. Staff members resign, or end up in hospital, or productivity problems plague the business for years.

Members of an organisation can be made aware of how common mental illnesses are, what the signs are, how treatable it is, and that there is nothing shameful about it. Only then can a team be proactive about it and prevent much of the costly repercussions of an undiagnosed, neglected or ignored mental condition.

Employees can be trained to see signs of anxiety, depression and substance abuse disorders in themselves and their colleagues, and they can be taught how to handle it in a supportive and non-judgemental way.

Only once you have a culture of embracing mental health where staff members feel that they can discuss it and be supported, will your business be resilient against the impact of mental problems.

2. Equip your managers with mental health skills: Your managers are key to building a mentally healthy organisation. Amogelang points to research that shows that a manager has just as much of an impact on someone’s mental health as their spouse (both 69%) — and even more of an impact than their doctor (51%) or therapist (41%). Globally, 81% of workers say good mental health is more important than a high salary, and 64% say they would take a pay cut for a job that better supports their mental wellness.

Clearly, mental health cannot be left to an organisation’s HR department only. Every manager, including the business owner, must be equipped to deal with mental health risks. Courses in psychological safety skills training for managers are becoming increasingly available. They teach managers how to create a workplace where individuals feel comfortable expressing their ideas and concerns without fear of judgement or negative consequences, fostering open communication and collaboration.

 Amogelang says managers in South Africa have some way to go. A recent study revealed that 50% of South African employees would not discuss mental health with their line managers.

3. Sign up to Employee Assistance Programmes (EAP): One way to ensure that your staff feel supported when it comes to mental health issues is to sign them up to an EAP as a work benefit. An EAP is a third-party advice and support service that your employees can access when they experience stress, trauma, anxiety, marital problems or even legal and personal debt problems. Comprehensive EAPs even allow the family members of your employees to make use of their services.

 Because of its confidential nature, EAP support is an effective way of encouraging employees to seek out help when they lack the confidence to come forward at work.

 A business that signs up to an EAP will pay a monthly fee per employee, which is surprisingly affordable because it is based on the same risk-pooling principles as insurance.

4. Encourage regular time off: Employees who are most anxious about their work may be the most reluctant to take timely leave or to prevent the encroachment of work into their personal time. Yet they are probably most in need of rest periods and leave. Try to foster the idea in your business that leave and work-life balance are important facets of professional life that must not be neglected. One crucial way of instilling such a culture is for business owners to lead by example by taking regular leave themselves.

5. Don’t neglect the physical infrastructure of mental health: There is a physical aspect to a mental-health environment as well. A quiet shady bench outside of a noisy workshop can be an invaluable retreat from work stress for your employees, as are prayer or meditation rooms. Just by having invested in such facilities sends a message to employees that the company cares for their mental health.