![\"supporting](\"https:\/\/i0.wp.com\/cezannehr.com\/wp-content\/uploads\/2023\/04\/Supporting-employees-through-a-mental-health-recession%400.5x.png?resize=624%2C351&ssl=1\")
<\/p>\n
Why are employees struggling?<\/h3>\n
It\u2019s perhaps no surprise that workers are facing new anxieties when it comes to job security and financial stability.<\/p>\n
The current economic outlook remains uncertain at best, with unemployment rates having begun to creep upwards<\/a> as the number of job vacancies seem to be falling. In fact, with almost three quarters of managers reporting that their employees are concerned about job losses<\/a> amid the current cost-of-living crisis, it would appear uncertainty surrounding the economy is hitting hard for much of the workforce.<\/p>\n Even for those who have<\/em> managed to hang onto their jobs, the pressure hasn\u2019t lifted. Instead, businesses are being confronted with more negative workforce trends such as resenteeism<\/a> and \u2018quiet quitting\u2019, as staff choose to stay in their roles for fear of not being able to find a safer or more satisfying alternative \u2013 however unengaged they may be.<\/p>\n The end result of all this is a workforce now battling record rates of burnout and falling levels of engagement, with little to no hope of quick relief. So, what can HR do to try and turn things around?<\/p>\n Amongst HR\u2019s growing remit is, of course, supporting positive employee engagement and wellbeing. But, as staff burnout and ill mental health become more prevalent, it\u2019s now HR\u2019s challenge \u2013 and priority \u2013 to both re-engage struggling employees and<\/strong> prevent existing mental health concerns from developing further.<\/p>\n However, before an effective long-term wellbeing strategy can be implemented to tackle burnout and poor levels of engagement, it\u2019s essential to first get to grips with what it means for your workforce.<\/p>\n With that in mind, here are four things HR need to know about supporting employees through the current mental health recession.<\/p>\n Even as a seasoned HR professional, you\u2019re unlikely to see all that\u2019s going on beneath the surface for most employees \u2013 a fact that\u2019s only exacerbated if your face-to-face interactions with employees are limited due to hybrid or remote working.<\/p>\n Even so, it\u2019s important to recognise the signs that an employee may be struggling, and to ensure your line managers are well equipped to do the same. Mental health charity Mind suggests that some of the key signs to look out for include:<\/p>\n Of course, not all employees will show outward signs that they\u2019re struggling \u2013 making it all the more important that mental health support and resources are made readily available and easy for individuals to access independently.<\/p>\n Consider creating a digital space for mental health resources, such as a workspace in your HR system<\/a>, that employees can access in their own time. This could include any specialist sites or tools and, if you have one, details on who your organisation\u2019s mental health first aider<\/a> is, should they be needed.<\/p>\n Most importantly, though, HR should be prepared to ask directly if concerns have arisen about an employee\u2019s wellbeing. Mind\u2019s guide for employers<\/a> offers valuable advice on approaching these conversations, making suitable accommodations, and encouraging staff to seek further support if necessary.<\/p>\n Making sure your employee\u2019s workplace isn\u2019t exacerbating \u2013 or worse, causing \u2013 ill mental wellbeing should be high on HR\u2019s agenda. After all, a toxic workplace<\/a> will only make day-to-day matters miserable for its victims, and potentially lead to irrevocable damage to employee engagement, retention, and company loyalty long-term.<\/p>\n HR can take the lead in battling toxicity by treating all reported concerns seriously, implementing thorough diversity and inclusion policies, and keeping a close eye on repeat and\/or unexplained absences.<\/p>\n When it comes to building a culture that supports wellbeing, it\u2019s also important not to underestimate the value of connection between employees. For example, are your hybrid or remote employees offered sufficient opportunity for communication, collaboration and casual conversation with their co-workers? If not, they could be losing out on the vital inter-personal connections we all need to sustain positive mental health.<\/p>\n As last year\u2019s Mental Health Awareness week highlighted, loneliness can take its toll on remote workers, and in the newly hybrid working world, HR should be more focused than ever on building positive employee connections to combat isolation \u2013 particularly when it comes to your off-site workers<\/a>.<\/p>\n A recent study by Indeed<\/a> revealed that, although burnout rates are high across the board, Generation Z is feeling the pressure the most. As the generation most likely to be taking up entry and junior-level roles amid the current cost-of-living crisis, it\u2019s perhaps no surprise that a huge 78% of Gen Z employees have been struggling with burnout.<\/strong><\/p>\n If you\u2019re looking to support the youngest members of your team, it\u2019s a good time to get acquainted with Gen Z\u2019s changing workplace priorities. To get you started, here are a few of the most important<\/a>.<\/p>\n What\u2019s more, according to the Mental Health Foundation, women are nearly twice as likely to experience mental health issues than their male colleagues \u2013 and with minority groups all the more likely to struggle in an economic downturn, it\u2019s crucial HR get ahead and keep D&I strategies from slipping in times of uncertainty<\/a>.<\/p>\n Finally, in a climate where burnout has rapidly spread across the workforce, it\u2019s important to know that every little helps. Perhaps you don\u2019t have the budget to offer direct financial support through the cost-of-living crisis, or the bandwidth to overhaul your organisation\u2019s entire wellbeing strategy. So, what can be done instead?<\/p>\n Seemingly small practices and acts of kindness<\/a>\u00a0 \u2013 particularly when it comes to the ways in which HR and business leaders engage and communicate with the workforce \u2013 can alleviate some of the pressure on employees\u2019 shoulders.<\/p>\n Some questions to consider when it comes to your company culture and communications could be:<\/p>\nHow HR can support employees\u2019 mental wellbeing<\/h3>\n
1. The signs can be subtle<\/h4>\n
\n
![\"Click](\"https:\/\/i0.wp.com\/cezannehr.com\/wp-content\/uploads\/2023\/04\/Click-here-to-donwload-our-exclusive-report-into-burnout-in-the-HR-profession.png?resize=660%2C159&ssl=1\")
<\/a><\/p>\n2. Your company culture matters<\/h4>\n
3. The experience will be different for everybody<\/h4>\n
4. Small steps can make a big difference<\/h4>\n
\n
![\"Click](\"https:\/\/i0.wp.com\/cezannehr.com\/wp-content\/uploads\/2022\/01\/Click-here-to-download-our-report-into-the-state-of-company-cultures-1.png?resize=660%2C159&ssl=1\")
<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"