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Leadership and Mental Health in the Workplace

Wellness in the Workplace

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Just like the ever-changing seasons, organizations must constantly adapt to their environment, whether it be strategic objectives, human resources or organizational climate. Because an organization is only as effective as its employees, it is necessary to take care of them.

Mental health is an important element of employee well-being and effectiveness. When employees feel that their voices are no longer heard, that their skills are not valued and that leadership does not align with their personal values, the effects can be disastrous on work climate.

Leadership, therefore, has a direct impact on workplace climate, health and well-being. Leaders must be humble and open. They must also consider the importance of future generations. Students and future employees are much more exposed and aware of all aspects of mental health. Because it is a subject that is much less taboo for them, they will expect an organizational culture that takes it into account.

It’s Never Too Late to Do Some Good

I still hear executives expressing that they are not there to be liked by their employees or to contribute to their personal fulfillment. Hearing that saddens me every time. Leaders need to understand that they can really make a difference in the lives of employees.

Here are some ways that leaders can make improvements:

  • Recognize the humanity of each individual and his or her skills
  • Know and perfect your own emotional intelligence
  • Do not let your fear of seeming incompetent take over
  • Align shared employee values with the company’s mandate
  • Be present with employees, greet them, engage them in discussion and include them with authenticity
  • Organize short quarterly meetings with all your employees
  • Organize an annual retreat

The gap in performance and well-being between a team focused on control-and-task and a team focused on innovation-and-empowerment is enormous.  Research shows that the ROI in a healthy workplace can be up to sixfold.

We Listen to You!

We favor self-determination by our clients because they are best positioned to know that something is not working optimally in their organization or in their management team, for example. Tell us about your observations, fears and objectives for yourself as a leader, for your team and for your organization.

An analysis of your cultural values will provide an excellent starting point for identifying the issues and initiating a dialogue with you and your team.

Article published in the journal Le Droit-Les Affaires (summer 2017)