Management supports and directs various efforts towards a common goal. “Management is the art of getting things done through and with people in formally formed groups,” says Harold Koontz. It is the ability to create an environment where people can succeed as individuals while working together to achieve group goals.” It is the process of working with and through others to achieve organisational goals while maximising the use of limited resources in an ever-changing reality.
The role of management is to create an internal environment. Management is responsible for the use of the various factors of production. Consequently, it is management’s job to create conditions that encourage individuals to do their best so that they can perform their tasks efficiently and effectively. This includes, among other things, ensuring the availability of raw materials, setting wages and formulating rules and regulations. From this we can conclude that competent management has a significant impact on the mental health of employees.
Mental Well-being and Employee Performance
Mental well-being is as important as physical well-being. The World Health Organisation describes mental health as a state of well-being in which individuals realise their own potential, can cope with life’s typical challenges, can work creatively and fruitfully, and can contribute to their communities. There is no physical health without mental well-being. Long-term illness, absenteeism from work and other problems are often due to mental disorders. Employers should encourage and support employees who suffer from mental illness.
Poor mental health and stress can adversely affect employees’ work performance and productivity, as well as job satisfaction, communication with colleagues, physical abilities and daily functioning. The majority of people leave their jobs due to mental health problems, which can be exacerbated by workplace variables such as overwork and unsustainable work.
According to a study of data on how workers deal with mental health problems, prevalence has increased from 2019 to 2021, and younger and historically underrepresented workers continue to struggle the most.
It takes more than strong leadership to look after employee wellbeing. It shows that the employer values each employee as an individual.
It also ensures that employees are intellectually and physically able to do their jobs, which can help reduce lost income. It can increase staff retention and save time and money by eliminating the need to recruit, hire and train new staff.
Role of Management in Employee Wellness
Management is responsible for being proactive and aware of stress, depression, anxiety and substance abuse. This is an approach for employers to identify red flags and support their employees promptly by reminding them that help is available if they need help with mental health or substance abuse issues. HR and management can work together to develop health and wellness programmes.
Management must also ensure that the company culture encourages support, open conversations and recognition of the value of each employee. They should lead by example by creating an open atmosphere and mental health policies should reflect this. Without managers adding to the tensions, the workplace is already a high stress atmosphere.
As adults spend most of their time in the workplace, this can be a crucial area for improving their wellbeing. Employers can identify at-risk individuals, connect them with therapy, and provide resources to help them cope with stress. Employers can save money on corporate and employee health care by addressing mental health in the workplace.
As a manager, there are a variety of options available, some of the options to consider are as follows:
– Offer mentoring or an informal buddy system.
– More supervision to manage workload and hours – Offer mentoring or an informal buddy system – More supervision to manage workload and hours.
– More one-to-one meetings or channels to give feedback
– Recognition, reflection and broadcasting of positive achievements
– Improving the structure or delivery of feedback itself – Offering remote and flexible working
– Setting up mental health support groups
– Holding debriefing sessions following challenging projects and tasks
– Introducing progressive return to work procedures
– Introducing progressive return to work procedures
– Providing rest rooms and workplace adjustments
– Changing job descriptions and tasks, helping staff to work with other departments or transferring staff to completely new roles
For example, leadership activities have a significant impact on employee behaviour. No matter how many excellent policies you advocate, if you do not follow them yourself, your employees will not feel empowered to do so. Leading by example is one of the most effective ways to communicate to your employees that their wellbeing is important.
To encourage your employees to do the same, take full lunch breaks and keep reasonable working hours. Switching off at the end of the day promotes work-life balance, as does the urge to answer emails late at night, at weekends or on holiday. If you take sick leave, make it known that you are doing so to take care of yourself. Set the tone for your team by showing how important time off is to you – you will be shocked at how important this visible affirmation can be.
According to a recent survey in the UK, 30% of employees do not feel able to discuss their stress freely with management. Every company has a duty to ensure that this barrier is removed. Mental health awareness alone is not enough; it must be accompanied by action.
There is no one-size-fits-all solution to mental health problems. One employee’s management may be very different from another who is struggling with a similar condition. Consequently, your support needs to be tailored to your specific circumstances. Although each employee should receive ongoing feedback and coaching, you need to listen to others to know how to adapt your management style to their needs. Ask them what they need from you to achieve their goals and what they think of the help you are providing now.
Given the influence of psychology on human resource management, it is crucial that professionals in managerial and leadership roles, as well as those with the aspirations of pursuing a career in human resources; equip themselves with the knowledge and skillset that can contribute towards their professional goals. The MBA with HR & Organizational Psychology offered by Westford Uni Online, aims at offering learners an insight into business psychology along with covering key theories of HRM.
