Recently, unfortunate news of the death of a reputed multi-national company employee surfaced all over the news, and the reason for the death was suicide. The deceased employee’s mother stated that immense pressure on her daughter at her workplace and work-induced stress and anxiety led her to take this disastrous step. This raised a series of questions about the rise in stressful corporate cultures and the unchecked mental health of employees. We cannot blame a specific employer or company for such instances, as today’s glorified hustle culture often obscures the standards of human life. Here, HRM (human resource management) plays a crucial role in bridging the gap between the well-being of employees and the goals of the corporate organization. This involves formulating and implementing policies and initiatives to regularly check on employees, as well as creating a platform or safe space where troubled minds can seek direct help or at least feel heard.
Simply put, various factors can affect an employee’s social and emotional wellbeing in a shared working space, directly affecting their mental health. Stressors can encompass a wide range of factors, including the workplace environment. A responsible HR plays a versatile role in promoting and initiating initiatives for the wellbeing of an employee’s mental health. The role of HRM in formulating and implementing policies involves various steps. We can divide these steps into the following categories:
First, recognize tools and professionals and have firsthand understanding. HR must continuously educate itself and learn to tailor a strategic plan to the unique needs of the workforce. HR is instrumental in working with teams of employees, managers, and mental health wellness experts and creating a unified understanding. Then, HR must identify operational goals that align with mental health initiatives, such as enhancing efficiency and reducing employee turnover, which will ultimately benefit the organization. Effective budgeting is a crucial requirement for HRM to ensure proper allocation of funds for employee mental health initiatives without impeding the organization’s long-term goals.
Then HR needs to effectively communicate the message of mental health wellness and also generate awareness at all levels of the organization, from managers to the executives as well as employees. Regular feedback is an important part of communication. This normalizes mental health conversations, fostering open discussion among employees and management.
Initiatives like organizing a wellness day and directly engaging with employees can provide valuable insights into the stress factors and challenges they face, which can negatively impact their overall wellbeing. Through direct communication, HR can look out for indicators such as change in behaviour of an employee, burnout, or any adverse incident that can trigger and affect the wellness of an employee. HR should encourage policies such as time off that promote recovery, ensuring their formulation doesn’t hinder productivity. Similarly, HR should encourage healthy boundaries and discourage after-hours work-related communications. Mindful management can create a harmonious balance between work demands and time off policies.
HRM can also provide or educate regarding tools such as mindfulness apps, workshops for mental wellbeing, or training conducted by mental health professionals. Certain developed nations have implemented employee assistance programs as standard policy for corporations. Employees can benefit from this program where the organization provides assistance such as confidential counselling or financial aid. Such programs are uncommon in India, yet they represent a commendable initiative that not only encourages employees but also fosters a positive outlook for the corporation.
The most important aspect is to train leaders and managers in mental health awareness. Humans naturally exhibit empathy, yet the corporate world discourages people from expressing their true emotions. We often overlook the fact that cooperation is essential for human efficiency, which we can attain through mutual understanding. This, in turn, necessitates empathy towards one another, as everyone in an organization strives towards a shared objective. It is crucial for HR to plan these initiatives throughout the year and to keep track of the impact they are having across all levels. We need to track the effectiveness of these initiatives for better policy implementation.
Even with a consistent approach and policy formulation, HRM undoubtedly faces numerous challenges. There is a stigma and negative cultural perception associated with addressing mental health issues in the workplace. Support from leaders contributes significantly to creating a judgment-free environment at the workplace. Evaluating the wellness of employees has long-term benefits for an organization, and this can act as a motivating factor for leaders. Organizations can thrive with positive coordination between HRM leadership and employees, which has led to a significant change in HR practices.
