Balancing Mental Health: A Crucial Tightrope for Managers and HR
HR professionals have witnessed a surge in mental health absences. While employees turn to managers for support, HR leaders often overlook mental health-specific training. To address this, HR must foster a supportive culture.
New Delhi, July 22, 2024, As the spotlight on mental health intensifies, managers find themselves caught in a delicate dance. On one hand, they must champion their team members’ well-being; on the other, they grapple with their own mental health challenges. How can HR strike this balance? Let’s explore.
The Manager’s Dilemma
Managers play a pivotal role in fostering mental health within their teams. Yet, their own well-being often takes a backseat. Stephen Simpson, acting content manager at Brightmine, emphasizes the need for comprehensive guidance and training. “Managers,” he says, “should support their team’s mental well-being without sacrificing their own.”
The Power of Training
Research reveals that trained line managers yield better outcomes. A recent study in PLoS ONE demonstrated that mental health training led to improved staff retention, customer service, and business performance. But here’s the catch: managers are drowning in responsibilities. Gartner’s research shows that stress levels are soaring, impacting both managers and their teams.
Equipping Managers
Kelly Tucker, founder of HR Star, advocates for comprehensive training programs. These programs not only empower managers to support their teams, but also equip them with tools for self-care. Jeanette Cook from Aon emphasizes awareness. When managers understand their own mental health, it ripples through the team, creating an inclusive work culture.
The HR Imperative
HR professionals have witnessed a surge in mental health absences. While employees turn to managers for support, HR leaders often overlook mental health-specific training. To address this, HR must foster a supportive culture. Managers need not diagnose; they should seek specialist input when needed. Regular check-ins and leadership development programs can further bolster their resilience.
Navigating Absences
Jim Moore, an employee relations expert, highlights the stress of managing long-term mental health leave. HR’s role is crucial here. By navigating absence management processes, they can minimize the impact on both managers and the business.
As the tightrope sways, HR’s task is clear: empower managers to support their teams while safeguarding their own mental health. In this delicate balance, well-being becomes the true measure of success.
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