Additional Actions to Help Improve Employees’ Well-being at Work 

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As the manager of an entire company or the leader of a particular department with many senior colleagues on your team, not only do you have a moral responsibility to your employees’ well-being, but also an emerging legal duty of care as well.

With that being said, continue reading to learn about additional actions to help improve your employees’ mental health and emotional well-being at work. 

Make One-to-Ones Mean Something

Firstly, instead of only arranging one-to-one meetings with your employees on an individual basis because you are either required to by law or due to the specific policy of the company you represent, it is time to actually pay attention to the individual needs of your staff.

Your aim here is to ensure that not only is the working relationship between employer and employee kept to a consistent and respectful tempo but that you actually ask your staff members how they feel their working life could be enhanced and improved. 

Offer More Comprehensive Employee Benefits

When a long-serving member of your team, for example, announces they are retiring after thirty years at the company, it makes sense that the money raised by their friends and colleagues should go to something less practical and entirely more frivolous for them to enjoy.

However, in terms of attracting new and talented potential employees, as well as retaining your current team members, you need to apply a more practical and sensible approach to the perks and benefits you provide, namely with a helpful healthy food benefit card.

Publicly Reward Outstanding Work

Now, obviously, depending entirely on the nature of the services or products your specific business provides to clients and customers alike, the working day of individual employees will vary dramatically.

However, the most powerful lesson any manager or leader could possibly learn is to show appreciation for a job well done, and showing appreciation is both cost-free and simple to achieve. 

Learn the Common Triggers for Mental Health Decline at Work

Nobody would expect you to have to juggle your stressful and multi-faceted leadership role as an employer with a night-time degree program in mental health and well-being. However, making an effort to become familiar with the more common triggers for negative mental health is a great idea.

Such triggers include, amongst a host of others, the following:

• Working alone regularly
• No control over workload
• Working long hours with few breaks
• Working in the same place day-in-day-out
• High-pressure and stressful working environments
• Poor internal communications
• Working in a high-risk job role
• Tricky interpersonal working relationships 

Increase Opportunities for Staff Engagement

Finally, and as a way to tie in everything you have learned about doing everything reasonably expected of you to foster good levels of mental health in your workers, you should look to increase the number of opportunities for positive staff engagement. 

Just a few ideas to help you get started include innovation workshops, team-building events, online staff forums, focus groups, and community projects. 

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