True purpose extends beyond the confines of profit. It’s about the “why” behind what we do.
Dr. Joshua Awesome
In a recent and heart-wrenching announcement, a Chief Human Resources Officer (CHRO) shared the tragic news of a Standard Bank Group staff member’s death by suicide. This devastating event serves as a stark reminder of the critical importance of mental health in the workplace. The CHRO poignantly stated, “As HR professionals and Senior Management, we need to do more to prevent such heartbreak.”
This incident underscores the need for a profound reflection on what truly defines success in HR leadership. Despite the accolades, such as Standard Bank Group’s CHRO recently winning the prestigious CHRO of the Year award, the reality of workplace mental health demands a deeper, more empathetic approach.
As highlighted on my X account @theawesomecoach, this year’s World Mental Health Day theme, “Mental Health at Work,” emphasises the urgent need for genuine and active listening. The signs of struggle are often present long before a tragedy unfolds, and it is our responsibility to recognise and address them.
Leadership reflection 1
Prioritising human lives over metrics
The first and foremost reflection for HR leaders is the necessity to prioritise human lives over policies and metrics. While policies and metrics are essential for organisational success, they should not overshadow the well-being of employees. HR leaders must ensure that their strategies and actions reflect a genuine concern for the mental health of their workforce.
Actionable advice: Implement regular mental health check-ins and create a culture where employees feel safe to express their concerns. Encourage open dialogues about mental health and provide resources for support.
Leadership Reflection 2
Creating supportive environments
A supportive work environment is crucial for the mental well-being of employees. This involves more than just having policies in place; it requires creating a culture of empathy and understanding. Employees should feel seen, heard, and supported in their workplace.
Actionable advice: Train managers and leaders to recognise signs of mental distress and to respond with empathy. Establish employee resource groups and mental health champions within the organisation to provide peer support.
Leadership reflection 3
Active and genuine listening
Active and genuine listening is a critical skill for HR leaders. It involves paying close attention to employees’ concerns and taking meaningful action to address them. This approach helps in identifying issues early and preventing them from escalating into crises.
Actionable advice: Conduct regular surveys and feedback sessions to understand the mental health needs of employees. Act on the feedback received and communicate the steps taken to address their concerns.
Leadership reflection 4
Continuous education and awareness
Continuous education and awareness about mental health are essential for creating a mentally healthy workplace. HR leaders should stay informed about the latest trends and best practices in mental health and ensure that their organisations are equipped to support their employees effectively.
Actionable advice: Organise workshops and training sessions on mental health awareness and stress management. Provide access to mental health resources and encourage employees to take advantage of them.
Practical steps for HR leaders to improve workplace mental health
Improving workplace mental health is a multifaceted challenge that requires a proactive and compassionate approach. Here are some practical steps HR leaders can take:
- Promote open communication
- Encourage dialogue: Create a culture where employees feel comfortable discussing mental health without fear of stigma or repercussions.
- Regular check-ins: Implement regular one-on-one meetings where employees can discuss their well-being.
- Provide mental health resources
- Employee assistance programmes (EAPs): Offer access to counselling services and mental health professionals.
- Resource libraries: Provide materials on stress management, mindfulness, and mental health awareness.
- Train managers and leaders
- Mental health training: Equip managers with the skills to recognise signs of mental distress and respond appropriately.
- Leadership workshops: Conduct workshops on empathetic leadership and active listening.
- Foster a supportive environment
- Peer support groups: Establish groups where employees can share experiences and support each other.
- Mental health champions: Appoint employees who can advocate for mental health and provide peer support.
- Implement flexible work policies
- Remote work options: Allow flexible working arrangements to help employees manage their work-life balance.
- Flexible hours: Offer flexible working hours to accommodate personal needs and reduce stress.
- Promote work-life balance
- Encourage breaks: Ensure employees take regular breaks and use their vacation time.
- Workload management: Monitor workloads to prevent burnout and ensure a healthy work-life balance.
Conclusion
The tragic loss of a Standard Bank Group staff member is a sobering reminder of the importance of mental health in the workplace. As HR professionals and senior management, it is our duty to create environments where employees feel valued and supported. By prioritising human lives over metrics, creating supportive environments, actively listening, and continuously educating ourselves and our teams, we can make a significant difference in the mental well-being of our workforce.
Let us commit to making mental health a priority in our workplaces. This is not just about policies or metrics; it is about human lives. Together, we can create a culture where employees feel seen, heard, and supported — because that can make all the difference.
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