2 out of 3 organisations don’t have a prevention plan for mental health issues. They acknowledge the problem but don’t address it structurally.
The mental well-being of your workers impacts their personal lives and their performance at work. People end up on extended sick leave when things are getting too much, with considerable consequences. How to recognise signs of anxiety disorder and burnout among your staff? And how can you help?
As a manager, you may be the person of trust employees suffering from mental health issues will come to see. Above all, it is essential that you listen to them attentively and refer them correctly. You can rely on written procedures and an emergency contact list for this.
The mental health of your employees is also determined by what they experience in their private lives. How can organisations deal with this issue responsibly and respectfully?
The reintegration legislation has been in place for almost two years. Several key actors have assessed the process and revealed a few problem areas.
Returning to work following an illness such as cancer is not straightforward, but there are systems in place to facilitate a successful reintegration.
The way a person deals with psychosocial problems is called coping. There are various coping mechanisms, but not all are effective in the longer term.
Mental health problems at work are on the rise. Two concrete tips to break the taboo at work and prevent staff from needing to take time off.
During MS Week, we are shining a light on Martine’s reintegration. She resumed work gradually at Tower Automotive after her diagnosis and sick leave.
Resuming work after a holiday can sometimes cause stress. Follow these tips the make sure you won’t drain immediately the batteries that have just been charged.