Several organizations have been implementing wellness programs focused on the physical component, in response to concerns related to employee health and the result of the number of hours sitting in front of a computer, driving or performing repetitive actions.
Clearly these types of programs, when adjusted to their target audience, represent countless gains for people and the organization as a whole. As it is popularly said, “This is better than nothing”. However, this type of approach does not consider the different elements of people’s well-being, namely emotional well-being.
Can’t we go any further? We talk about integrated approaches, isn’t this the space to really face the human being as a whole?
Emotional Wellness: let’s talk about why it matters
Problems related to workers’ mental health could cost companies more than €47.4 billion, according to a Deloitte study.
António Horta-Osório, executive director and CEO of Lloyds Banking Group, notes that “companies that ignore mental health risk damaging their employees, potentially contributing to bigger problems in their lives and families” (in Executive Digest).
Emotional Wellness refers to the ability to be aware and manage emotions, contributing to a healthy mental state and general well-being. Ignoring emotional health can have consequences as serious as interpersonal conflicts, decreased motivation and productivity, and burnout.
It is, then, a topic that should also be brought up to the table and be at the centre of companies’ concerns. Its importance is not synonymous, however, with simplicity in approach.
Emotional Wellness: let’s talk about how to do it
Implementing Emotional Wellness programs can be more complicated than it seems in a first analysis. It is still notorious the difficulty that exists in dealing with the theme of mental health, the social stigma that persists and the lack of information that circulates. If this is true in society, it becomes even more critical to bring this topic into a space where many people spend most of their time and the fear of others’ judgment is very real.
1st Know the organization
It is essential to know the organization and its people: the different functions, the impact that responsibilities have on each one, the schedule and availability… Doing this analysis is the basis for ensuring that the program can work. If there are already other wellness initiatives at different levels, opting for an integrated approach may be the best solution. To know the context is also perceiving people. Probably bringing the words “mental health” can create some resistance to the project, due to the existing stigma.
2nd Prevention and Development
There are many initiatives that can be carried out, however, the first step must always be to work on self-awareness. It is the knowledge that each one has about himself that will allow him to deal with stress-potentiating situations and to recognize warning signs, which will be different from person to person.
Subsequently, it is essential to have a series of strategies that allow managing precisely these situations:
- Meditation
- Awareness days
- Discussion groups on mental health issues
- Real cases and their testimony
- Stress management programs
- Physical exercise
3rd Support networks
Within the organization itself, it is possible to create support structures and networks for employees who may find themselves in situations of greater vulnerability. Once again, because of the stigma that this theme entails, when a problem arises, isolation is a common answer. Promoting strong working relationships and opportunities for interaction are essential, as well as developing the empathy that allows us to be attentive to others.
- Availability of the organization’s coach/psychologist
- Empathy development programs
- Group activities
- Practice of gratitude and optimism
- Celebrations
As previously mentioned, it is always necessary to know the organization and its people well. Moments of social interaction are great when creating support networks, but always considering the differences of each person, especially with regard to their personality profile.
Ready to exercise your emotions and develop well-being in your organization?
Contact us through geral@p4s.pt.
The article was written by Marina Pinheiro (Psychologist and Emotional Intelligence Certified @P4S – People for Success)
