A monthly resource compilation
aimed at supporting managers and leaders
during these extraordinary times
The power of belief
In the ever-evolving landscape of today’s workforce, mental health has become a fundamental concern for new employees. An overwhelming 92% of emerging graduates express the importance of open discussions on mental well-being in their workplaces. Additionally, a substantial 61% are willing to part ways with their current job for improved mental health benefits, and 54% would contemplate rejecting a job offer if it failed to provide adequate work-life balance.
For new employees, navigating the intricate maze of mental health support and benefits can be bewildering. On the other side of the spectrum, employers grapple with an ever-expanding array of mental health support options that need to be woven into a cohesive strategy for a diverse workforce. The resulting uncertainties and voids in support can leave new workers feeling disoriented, detached, and predisposed to explore alternative employment prospects.
So, how can organisations genuinely champion the mental well-being of new starters? What strategies prove effective? Drawing from extensive experience collaborating with global employers, we shed light on the critical need for well-informed, pioneering approaches that resonate with the values, obstacles, and motivations of new workforce members. We will delve into innovative methods to achieve precisely that.
Action Points for both Leaders & Employees
As a new entrant to the workforce, mental well-being is paramount, and there are proactive steps we can all take to ensure it remains a top priority:
Open Communication: Don’t hesitate to discuss your mental health with your colleagues and superiors. A culture of open communication fosters understanding and support.
Familiarise Yourself with Policies: Take the time to read and understand your company’s mental health policies and benefits. Knowing your rights and available resources can be empowering.
Seek Support Networks: Connect with fellow employees & leaders. Sharing experiences and seeking advice from peers can be incredibly beneficial.
Balance Work and Life: Strive for a healthy work-life balance. Set clear boundaries for when work ends and personal time begins, even in a remote or flexible work environment.
Self-Care Rituals: Develop self-care routines that work for you. Whether it’s mindfulness exercises, regular exercise, or hobbies that bring you joy, invest time in activities that promote your mental well-being.
Take Breaks: Don’t forget to take short breaks during the workday. A moment of relaxation or a brisk walk can refresh your mind and boost productivity.
Connect with Managers: If you’re facing challenges or feeling overwhelmed, don’t hesitate to discuss them with your team. They can provide guidance or connect you with relevant resources.
Learn and Grow: Embrace opportunities for learning and growth within your organisation. Continuous skill development and a clear career path can positively impact your mental outlook.
Access Employee Assistance Programs: If your company offers Employee Assistance Programs (EAPs), consider using them. These confidential services can provide valuable mental health support and resources.
Feedback and Advocacy: Share your feedback with HR or management if you believe there are improvements that can be made in mental health support. Your input can contribute to a more inclusive workplace culture.
Encourage Peer Support: Encourage your peers to prioritise mental health as well. Together, you can create a supportive environment that benefits everyone.
Stay Informed: Keep up-to-date with the latest information on mental health and well-being. Knowledge empowers you to make informed decisions about your mental health.
Remember, prioritising mental well-being is not only crucial for your personal growth and happiness but also contributes to a healthier and more productive work environment. By taking these proactive steps, you not only support your own mental health but also help foster a culture of well-being within your organisation.