mental wellbeing

Almost everyone agrees, but almost nobody does it: promoting mental well-being within the organization. Lack of mental well-being can be considered a pandemic in itself, it is sometimes said. One in two Belgians says they have experienced a depressive state at work. According to Gartner, addressing employees’ mental well-being is the fifth future trend in the field of work in 2023.

However, it recently emerged that most companies do consider the mental well-being of their employees important, but do not want to invest more in it. Besides investments, there is often also a lack of insights that can improve mental well-being. Standalone initiatives such as a yoga session or an off-site team day can certainly contribute, but the effects are often fleeting.

When mental well-being is encouraged, other aspects such as engagement, productivity, and physical health also improve.

The path to better mental well-being is challenging. There is no one-size-fits-all solution. However, there are several things that can be rolled out broadly that most employees will benefit from. Coaching is an essential aspect in this regard. Whether it concerns collaboration between colleagues and (direct) managers or substantive challenges regarding a task or assignment, employees feel more appreciated when they can turn to someone for this.

In such coaching trajectories, there is often a lack of the right analytical insights as a starting point and a shared language to make those insights practically visible. In evaluation meetings, one often sees that people fall back on two topics: “small talk” and salary. Issues that matter, such as (hard and soft) skills, are rarely discussed.

Stimulating employees’ mental well-being requires a skills-based approach to looking at individual job content and collaboration with team members and leaders.

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