Mental Health at Work
Therapeutic approach to organisational development
Broadly, there are 3 ways in which mental health at work can be improved.
Awareness of impact of policy issues
The general strategy and policy objectives of an organisation have consequences for the wellbeing of the members. Setting policies such as performance measurement, remuneration policy etc have a direct impact on the way people feel and behave. There are no ideal structures that suit all organisations. Some tasks require flatter structures. Others may benefit from a more hierarchical approach. The key is in awareness of impact of policies and decisions on the system. Related to policy and issues around structure there is a major cause of chronic anxiety: the ability for members to safely have their say and feel they are seen and heard. A sense of appropriate agency and autonomy is essential for the psychological well-being of members, particularly if exceptional performance and high pressured work is involved.
Identifying and dealing with toxicity
Toxic behaviours in teams and across the whole organisation is a major cause of stress and anxiety. This tends to result in compromised mental wellbeing- which in turn affects employee’s home life and work performance. Examples of toxicity include, among others, blaming, stonewalling and defensiveness. There are antidotes to these toxins that members need to understand before the team can perform at its full potential. Apart from obvious toxic behaviours in teams, there are toxins that are unintended consequences of lack of self-awareness. One such toxin is a sense of injustice which accounts for a significant amount of mental health issues if left unresolved. Early intervention is critical.
Understanding the interconnectedness of teams
Members of an organisation are simultaneously also members of other systems like their family, the community and country they live in. We don’t enter organisations as blank slates but with much history and baggage. Individuals and companies impact each other; it’s a two-way thing. Personal growth and development of the members is a critical part of changing the organisational culture. Appreciation of the other systems that team members inhabit deepens any working culture. We can bring joy or anxiety to work. We can derive joy or suffer anxiety at work.