In today’s workplace, mental health is more important than ever before, driven by generational change, heightened awareness and the impact of the pandemic. A recent survey by the Resolution Foundation found that one in three 18-24 year olds reported symptoms that indicate they have experienced common mental health issues, such as depression or anxiety. So as Gen Z enters the workplace, a holistic approach to employee wellbeing is increasingly necessary as part of a modern, empathetic approach to talent management.
Line managers play a vital role. Their influence goes far beyond task allocation and they are at the frontline of supporting and recognising the mental health needs of their team. A supportive line manager can foster a positive work environment, while an unsupportive one can unintentionally contribute to stress and anxiety. Good line managers need to change their approach to support the wellbeing of their whole team and adapt to different neurodiverse ways of working. To cover all this, organisations need to invest in training for line managers to enable them to understand mental health issues and provide appropriate support.
Of course, the responsibility for creating a culture that prioritises mental health should not just lie with line managers, but the organisational commitment should permeate from organisational leadership, who should drive mental health initiatives and advocate for an organisational culture that values wellbeing and neurodiversity.
But there is undoubtedly a delicate balance there. We must recognise our role as employers in supporting the wellbeing of our employees, but not overstep or blur the lines. After all, we are employers, not little counsellors, and our employees are adults capable of self-care. The key is to provide a positive and safe environment where people feel able to share their concerns around wellbeing and neurodiversity challenges, knowing that they will have resources and support from their employer.
This thought leadership article was published in the May issue of PME. Read the full article here.
