Today’s business leaders understand the importance of acting as mindful employers rather than corporate bodies devoted to profit above all other concerns. While profit and profitability are key concerns for business owners and managers, employee health and wellbeing are also of critical importance too.
That is why you see so many organizations investing heavily in corporate wellness services for their employees. Where many organizations fail, though, is in providing for abundant executive medical services, without offering the same focus and commitment to the mental health needs and concerns of employees. The best corporate wellness solutions are the ones that offer a healthy focus on mental and physical health for Canadian employees. Keep that in mind when choosing workplace wellness programs to address your business needs.
There are steps you can take toward mindfulness as an employer that will help you grow your business – by addressing the mental health needs of your employees in an informed and mindful manner that focuses on wellness and healing. This is necessary for your individual employees, and as a result your entire organization, to thrive.
Practice Early and Appropriate Intervention
The best way to do this, by far, is by having someone in the role of a mental health champion within your workplace and organization. This person is not an amateur you throw to the wolves in hopes that he or she can turn around any potential instances of anxiety, depression, burnout, and other mental health concerns within the organization.
Instead, it is someone who goes through a great deal of training in order to help identify signs of these conditions before they become problems and the training to know how to react in a constructive manner that gently guides employees toward the most appropriate resources to meet their needs.
Why focus on burnout, depression, and anxiety?
The real answer is simple. These are the most common causes of mental health distress and short-term disability in the workplace. Getting these conditions under control before employees are left taking extended leaves can save your organization a great deal of money – not only in lost wages, but also in terms of training replacements, requiring additional hours from other employees, and lost productivity while replacements are getting up to speed.
It isn’t all necessarily about the bottom line, but can certainly help to bolster it when you take a preventative approach to addressing mental health issues rather than a reactive one. Choosing employee wellness solutions that address both mental and physical health care needs will certainly aid in the process.
Treat Workplace like a Family Unit
We have an increased sense of social responsibility in today’s society. As such, employers have a responsibility to accommodate the mental health needs of their employees. Case law exists establishing that employers can only stop accommodating the needs of their employees when the employer can prove it faces an undue hardship by providing these accommodations. From Mental Health Champions, to executive wellness programs that take mental health into account, it is necessary for employers to offer adequate care and accommodations for employees just as you would a family member. You don’t eliminate family – or your responsibility to family – simply because it becomes a little difficult to provide that care and attention. Mindful workplaces operate under the same principle.
When mindfulness is a key component in how you run your business, everyone can achieve greater things for and through your business.