“Everything is fine. There are no psychological health issues in our organization.” How many times has Paméla Bérubé, president of PB Dimension RH, received this answer? “Entrepreneurs are often people of action, pursuing their goals with a long-term vision,” she emphasizes. “It’s not always a reflex for them to take a moment to ask themselves: how are my staff, my teams?”

However, the reality is quite different in organizations, particularly in this year marked by the pandemic. Last spring, one in two workers reported experiencing psychological distress, according to a survey conducted by Université Laval . This represents a 75% increase compared to 2015, according to statistics from the Institut de la statistique du Québec .

Preventing the intangible

There are several reasons for employers' magical thinking, believes the CRHA. First, mental health problems are intangible, irrational and difficult to identify. "Managers are generally not equipped to detect the first signs of distress. Especially since people suffering from this type of issue are not going to shout it out loud in the company," it emphasizes.

Then, there is a certain fear of opening a Pandora's box by inquiring about the psychological health of its employees. "There is a fear that this will turn into extended sick leave or expensive group insurance files, which is difficult especially in a context of labor shortage. Some employers also deal with their own psychological distress issues, which puts them in a situation where they do not have the capacity or do not have enough reflexes to help others..."

Others ask themselves the question: is it up to me to inquire about the state of mind of my employees? To cross the line between professional and personal life? To which Paméla Bérubé responds: “The employer has a basic role to play. They have the duty and the responsibility to establish a healthy workplace, free of danger and to offer support to their workers.”

How to invest?

For all these reasons, the businesswoman encourages entrepreneurs to invest in the overall health of their employees in 2021 and even to integrate it into their long-term strategic plan.

There are several ways to do this. Here are some examples:

1. Entrust the mandate to an internal resource The human resources department or a manager can offer a consulting, support or assistance service. Ideally, favor a person with training, skills to act as a reference in the company, a trusted face with whom employees can communicate openly and without judgment.

2. Entrust the mandate to an external resource Offer your employees the presence of a psychologist or other health professional in the workplace on a regular and structured basis.

3. Provide training to company managers Developing managers' skills to detect warning signs of distress is now essential. Relational skills and emotional intelligence are now essential criteria in hiring and training managers. This also contributes to the implementation of sound management practices.

4. Implement an Employee Assistance Program (EAP) Employee assistance programs promote the overall health of the workforce and provide rapid and tailored support from a variety of specialists. This type of prevention program helps reduce the overall costs associated with absenteeism and disability and optimizes the return to health and healthy lifestyle habits.

5. Discuss global health and mental health within the company without taboos It is more essential than ever to adopt a sensitive and caring culture that promotes openness and communication on all issues related to psychological and physical health. How to do it? Awareness campaign, conference, online training, concrete action aimed at caring for others, adapted internal policies, etc. This openness breaks the isolation and is intended to be comforting and empowering for employees.

Humans and their many hats

Such an approach in business implies that the employee is considered a human being in his or her entirety, specifies Ms. Bérubé. “Our employees are also fathers, mothers, citizens, neighbors. They may be responsible for a sick parent or child. They may have family, financial, or dependency problems. We must take them with all their facets and try to offer them a safety net and fertile ground so that they can flourish. Overall health is everyone’s responsibility. Reaching out, saying thank you, offering a smile or active listening are free gestures that can make a real difference for the future. Workers are the engine of our economy. The recovery cannot happen without investing in this human capital!”

To learn about PB Dimension RH services, visit pbdimensionrh.com

To learn more about the Employee Assistance Program, click here .