To read the full story, just register for free now - The day involved everything from morning teas, BBQ’s and free massages for employees to trivia, team building exercises and even therapy dogs.However, what about the mental health of those whose job description is to look after the health and wellbeing of the workforce?The first step HR professionals can take is to “get back to basics around self-care” and recognise that there is only so much you can do, according to Karen Gately, founder of Corporate Dojo.“It’s when human beings rail against reality or invest time and energy in thinking about what shouldn’t be that frustration levels boil over,” Gately told Consequently, Gately said HR people need to understand that there are limitations to their ability to fix everybody’s problems.It’s also important to recognise that spending too many hours at your computer engaged in work will diminish your mental health and energy levels, and therefore the ability to be effective and productive.“Leaving work aside for periods of time or doing things you enjoy is fundamental for every human being, including HR people,” said Gately.“It’s really about being careful not to buy into issues with too much emotion and to avoid externalising the frustrations you observe of what leaders are or are not doing.” She added that in that circumstance, HR leaders should monitor the behaviour and calmly rationalise that it’s not right.
resources . Log in below In the lead up to R U OK Day on September 10, there is an increasing amount of attention on the mental health concerns of employees.
Encourage action 4. It can be difficult to know how to meaningfully approach your peers at work about their mental health – or to open up about any struggles of your own. Please complete the form below and click on subscribe for daily newsletters from HRD New Zealand. aims to remind workmates that while there are some things you shouldn't ask a colleague, "Are you okay?" Already subscribed? 2. campaign, R U OK? Encourage action 4. R U OK? DAY is an initiative to help individuals reach out to friends and family to make sure they are ok during this time of uncertainty, especially with the ongoing concerns of COVID-19. Now in its seventh year, R U OK?Day is a national suicide prevention charity whose primary goal is to help all Australians open up and have meaningful conversations about their feelings and emotions. Enter your email address below to reset your password. For more information on having a conversation in the workplace with someone who has been behaving differently or doesn't seem their usual self, visit the Heads Up Having a Conversation page. If HR people are too emotive it gives leaders a reason to dismiss the validity of what they are fighting for
R U OK? R U OK? Thunderdome proves you can design engaging employee activities around doing more work—work without restrictions and limits, work that lets employees connect secret passions and inventions to their day-to-day lives. These activities maximize employee passion by focusing on the aspects of work employees are most passionate about. But also they become less effective because now they are communicating from an emotive place.”Gately said that if HR leaders are too emotive it also gives leaders a reason to dismiss the validity of what they are fighting for.“So if you express yourself emotively then leaders will switch off and that is only going to lead to you being more frustrated,” said Gately.“But if you can tackle issues with a commercial yet compassionate lens and keep emotions in check, you are going to be healthier and more effective.” (now known as RUOK? Day encourages more people to ask “are you OK?” in their school, workplace or community. isn't one of them. Listen without judgement 3. Ask R U OK? Then they can choose not to engage in it too emotionally“Looking at it as evidence as something that needs to be tackled might include a tough love conversation that needs to happen with the leaders for them to understand,” said Gately.“HR professionals are often struggling most when they are getting angry or sad on behalf of the team because of what leaders are doing.”When it comes to things like COVID and restrictions, there is no doubt in Gately’s mind that mental health is aided when HR accept the reality of a situation.However, Gately emphasised that accepting reality isn’t being happy about it, it’s about accepting that it’s real and focusing on what can be controlled rather than focusing on what can’t.In other words, to be “objective and compassionate” without “wallowing in other people’s pain”.“I meet lots of HR people who say it’s just not fair and the staff are really upset about this or that,” said Gately.“The more that they actually wallow in that frustration, the more drained they become.
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