08.10.2021 Christin Müller 13827

Mental health: why employers should pay attention to it

Mental health matters! Three out of four people suffer from a mental illness or personally know someone who does. This makes it all the more important for employers to take a closer look at this issue. We show you what companies can do to reduce the mental stress of their employees and support them in mental crises.

We all have to deal with mental illness at least once in our lives - either because we suffer from it ourselves or because it affects someone in our family, circle of friends or work colleagues.

The coronavirus pandemic in particular demanded a lot from people of all ages - initial panic was followed by isolation, double stress, fear and later resentment, but also hope: a rollercoaster ride for the psyche.

What does it mean to have mental problems?

The human psyche is very complex, and so are the clinical pictures and forms of therapy.

These range from mild or moderate anxiety, disorders caused by drug or alcohol consumption to severe disorders such as acute or chronic depression, bipolar disorder and schizophrenia.

Some disorders only occur for a certain period of time, for example due to a short-term increase in stress levels or a traumatic experience. Other people struggle with mental problems for the rest of their lives. For some disorders, medication can help very well if it is properly adjusted, while for others various forms of therapy such as behavioral therapy or depth psychology-based psychotherapy can help. The prerequisite is that those affected allow themselves to be helped.

To the article: "Psyche and work: What managers can do."

Mental illnesses are anything but rare

"A good mental state is part of a good and healthy life. It forms the basis for a happy, full and productive life". These are the words of the OECD and European Union report (2018 ) on the mental health of the European population.

But what if you don't tick like the perfect ad?

What perhaps few people know: Mental illness is anything but rare. The EU study confirms that in 2016, around one in six people in the European Union (17.3%) suffered from mental health problems. That is 84 million citizens. Of these, anxiety (25 million) and depression (21 million) are the most common illnesses.

And what is the situation in Germany? The WHO estimates the number of people with depression in Germany at 4.1 million. 4.6 million people live with the more common anxiety disorder. According to the dgppn, a total of almost 18 million people suffer from a mental illness. This also includes disorders caused by the consumption of alcohol or drugs, bipolar disorder and schizophrenia, for example.

High increase in mental illnesses due to corona

A meta-analysis of various studies from 2020 to 2021 carried out in May 2021 shows how depression and anxiety disorders increased significantly among the global population during the coronavirus pandemic. According to Statista, 3.4% of the global population suffered from depression and 3.7% from anxiety disorders in 2017, compared to 28% and 27% respectively during the crisis.

Mental illness can affect anyone

Mental illness can affect anyone - from managers to schoolchildren. The 2020 study conducted by the New Quality of Work Initiative on behalf of the Federal Ministry of Labor and Social Affairs supports the WHO's findings: three out of four Germans live with a mental disorder or know at least one person who suffers from one.

The fact is: we know too little about mental illness. There is still a great need to raise awareness with the help of companies, high-profile campaigns such as the "Mental Health Week", but also political drivers. Noreen Thiel, an 18-year-old politician from Berlin-Lichtenberg, made mental health a campaign issue in the last general election. In an interview with GQ magazine, she said: "It's unacceptable to be defamed and labeled in such a highly developed country just because you're mentally ill". 

Why mental health is an issue for employers

Entrepreneur and start-up investor Carsten Maschmeyer recently confessed to having suffered from depression as a result of several years of tablet addiction. In an interview in Gründerszene, he said: "A mentally ill member of the founding team weakens the entire company". Sounds harsh, but there is a spark of truth in it. Even if his statement primarily refers to the labor-intensive start-up scene, it can easily be applied to any area of a company. If one part of the team is not operational, it can weaken the entire team's ability to work - be it on the construction site due to a broken arm or at the desk due to a mental illness. 

According to the WHO report, people who suffer from a mental illness work less effectively, are less successful at work, have a higher risk of becoming unemployed and are more likely to suffer from physical ailments.

"A mentally ill team member weakens the entire company"

If mental illnesses remain untreated, this can therefore have a negative impact on overall work behavior - from reduced commitment to a lack of motivation, concentration and communication skills through to physical health consequences. Depressed people have been shown to die earlier, for example by suicide. In fact, according to the German Depression Aid , depression is the most common reason for suicide. 

If the official figures from the WHO, OECD and dgppn are broken down to a medium-sized company with 1,000 employees, this would mean over 200 team members suffering from a mental illness that more or less impairs their ability to work. The loss of well-trained specialists can therefore be quite expensive for companies.

So what can a company do to ensure that individual team members are well, and how does an employer recognize a mental illness before it leads to a breakdown?

How employers can strengthen the mental health of their team members

The topic of mental health is fraught with shame. Those affected fear that coming out will be met with a lack of understanding from their team or superiors, as mental illness is often seen as a weakness in performance and willpower in the working world. The fear of exclusion and the stigma of being "crazy" is often too great.

Many of those affected find it difficult to ask for help themselves - or they may not even realize it until it is too late. Early intervention on the part of the employer is very helpful here. 

Psychologist Mandy Simon knows what you as an employer can do to support your team members with mental health problems:

Communicate transparently

Make it clear that you take the issue of mental health seriously by communicating transparently what support you offer your team members if the worst comes to the worst. This lowers the inhibition threshold for opening up and accepting help.

  Addressing problems confidentially

Be aware that it often takes a lot of effort for employees to actively point out their problems.

Discuss any changes that may indicate deeper mental problems confidentially and not in passing. Prepare yourself for the conversation: What do I want to talk about? What changes have I noticed, for example in the quality of work? What has changed socially and emotionally in the person's behavior? It's not about making diagnoses. Remember: "He who insults the ear no longer reaches the heart".   

  Educate yourself regularly

Regular training on the topic of "Mental health in the workplace" helps your managers to recognize changes in their employees at an early stage, address them appropriately and offer further help.

  A professional OHM can support

Further support is provided by training courses on stress management, time management, resilience and mindfulness as part of your company's occupational health management program.

  Use an external EAP

Use the option of an external employee assisstance to offer your team members personal counseling options for professional or private problems. The 24-hour telephone availability of such a facility not only takes the pressure off you and your company, but also your employees, as emergencies do not have an appointment calendar.

Good to know: The risk assessment of mental stress is an obligation under occupational health and safety law

Since 2013, employers have had to determine the risks to their employees arising from mental stress at work.

To the article: Benefits and recommendations for risk assessment of mental stress

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Depression: "A relative is not a therapist!"

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