Building the mental toughness of employees

It must be admitted that in recent years, many employers have taken care to improve the health and fitness of their employees by introducing private medical care, sports cards, or even "fruit Fridays." The promotion of health, taking care of oneself and being "fit" has developed. Of course, this is praised. However, fewer people are paying attention to the equally important mental health. And yet, for years, the number of people with mental health problems in Poland has been growing steadily. This is fortunately also (though not only) related to growing awareness. Depression is a disease like any other, and it can be treated.
Currently, everything is focused on the statistics of coronavirus cases. In the background we see the economy collapsing. Just behind it, mental health is crying out for help. According to WHO estimates, the number of mentally ill people could even double - like a delayed bomb. By 2030, depression will become the most common illness in the world. Workers, employers and the state alike will feel the consequences. It will be hard to prevent, but perhaps we can mitigate the effects a bit?

It is in an employer's interest to support the mental resilience of its employees, if only to work more efficiently. What actions can be taken to support their subordinates? Here are some examples:

• Employee Assistance Program, including psychological, legal and financial support
• Private health care package for employees, including consultations with a psychologist, psychiatrist, sexologist or psychotherapist
• Online consultation or hotline with a specialist
• Providing employees with information about hotlines run by specialized counseling centers or foundations
• Training managers in recognizing psychological crises and discussing the issue with employees (if only in the form of e-learning)
• Supporting employees in reconciling work and childcare, e.g. by launching an online home daycare center (as Credit Agricole Bank has done)
• Creating support networks with employees, bringing together people with similar problems, interests or complementary competencies
• Building awareness of risks and promoting behaviors that allow to raise the level of mental resilience, personal effectiveness, teach how to deal with emotions (e.g. Mindfulness training)

It is worth remembering that only managers who are in good mental health themselves are able to take care of the well-being of their people. They should have the knowledge and skills to deal with emotions (their own and those of their employees), and provide them with support. This is a recommendation not only for the ongoing pandemic, but should be implemented permanently so that we can all live and cooperate better.