MENTAL HEALTH AT WORK
7 Dimensions of Wellness
Wellness isn’t just about physical and mental well-being.
There are 7 different dimensions of wellness, which should all be addressed in the workplace. These are: social, emotional, spiritual, environmental, occupational, intellectual, and physical well-being.
- the ability to relate and connect with other people – at work, at home, and in our communities
- maintaining and building positive relationships that add value to your own and other people’s lives.
- The ability to accept ourselves and learn to cope and deal with challenges and obstacles that life, work, ,communities and relationships bring;
- The ability to identify how you are feeling and why; it is about acknowledging and effectively channeling anger, fear, sadness, stress, hope, love, happiness, frustration.
- This is our ability to establish harmony, to develop mindfulness, and to have a sense of being satisfied and fulfilled and by aligning our values, thoughts, behaviour and actions;
- It is having a guiding set of beliefs, principles and values that give you meaning, purpose and direction in your life.
- This is being aware of nature, the environment and your immediate surroundings. It relates to protecting the environment and protecting yourself from environmental hazards – as much as possible.
- This relates to your ability to feel fulfilled with your job and your chosen career path, whilst integrating a positive balance between work and your private life
- It is contributing to and being able to work in a work environment that is conductive to good health, productivity, presenteesism, and preventing work related illnesses.
- This relates to being able to have and enjoy creative and stimulating mental activities. It is about being open your mind to new ideas, and experiences that can benefit both your work and personal life.
- Intellectual well people have a desire to learn and apply new concepts, improve your existing skills, and to seek new challenges.
- This relates to being able to take care of our bodies, so that our bodies can function properly and optimally. It includes exercise and nutrition.
- Physical wellness is about being able to complete daily activities without experiencing extreme fatigue, physical stress, and avoiding destructive habits – such as using drugs, excessive alcohol or tobacco, and sedentary behavior.
Different people get disturbed by different aspects of their workplace conditions and it is the responsibility of a company’s leadership team to take care of these concerns.
As people are spending most of their time with colleagues at work rather than with family at home or with friends, it’s important to create a friendly environment.
That being said, make sure to establish and open, direct and fair communication style between all team members. It is needless to say that bullying and shouting are an absolute no-go, even in stressful situations.
Humans are social animals.
What matters Is How A Person Experiences It – Not What It Is.
People experience purpose in different ways – it may be being part of a positive creative team, or when a person sees the impact of the work they are doing and their sense of satisfaction.
It is how we connect with what we are doing.
Even if you are not doing a job you love you can get a sense of purpose from the fact that you are earning a living, and making money and being able to pay your expenses. Humans are naturally driven to have a sense of purpose in what they do.
To feel psychologically healthy in the workplace, a person needs to feel that they can speak up about topics like stress, and depression and any fear of stigma.
Trustworthy is about:
- Deserving confidence
- Doing what you say you will do
- Being approachable and friendly
- Balancing the need for results whilst being considerate of others and their feelings
- Showing support for team members even when they make mistakes
- Showing respect of other people’s ideas and perspectives
- Ensuring that your words and actions match – and not just sometimes – but all the time. This is called being congruent.
- Having a shared definition of trust amongst all people in the workplace – managers and other staff alike.
- A deeper version of trust involves more than an emotional response – it includes employees feeling that leaders and managers are ‘on their side’, that they will be treated fairly and with respect and setbacks will be viewed favorably or at not with unfair or excessively negative consequences
- Actions matters most – both between employees and managers and leaders.
How can leaders build trust in the workplace?
- Recognise that building trust takes hard work
- Trust must be earned
- It comes from a conscious effort to walk the walk, talk the talk, keeping promises and align your behavior with your values
- Be supportive and honest
- Understand that people need to know and communicate facts, while being considerate of their effort and sensitive to their feelings
- Be quiet sometimes
- Actively listen and check for understanding by paraphrasing what you have heard – this is asking the person if what you have heard is actually what they said or meant.
- Use a variety of feedback tools to make sure that everyone has a chance to be heard and to ask questions, get answers and voice concerns
- Be consistent
- Consistently doing what you say you will do builds trust over time
- Keeping commitments must be the essence of your behavior, in all relationships, day after day and year after year
- Model the behavior you seek
- Nothing speaks more loudly about the culture of an organization than the behavior of the leaders and managers. This behavior influences employees’ actions and has the potential to drive results. Giving credit when people do great work – show an appreciative culture.
- Build accountability
- When leaders acknowledge mistakes as well as the successes, employees see leaders as credible and believable. Honest dialogue or communication can be built up by building in processes that become part of the work culture- at every level. These can include – evaluations of every change or project – positives, negatives, things to change), or a status report and include in meeting agendas ( tracking deadlines and milestones).
Ask the question – Is there is a disconnect between what you are saying and your actions? Also – after building up basic trust – do you know how to move to the next level – and create loyalty?