Kalbant apie psichikos sveikatą, kas mėnesį atsiranda vis daugiau internetinių įrankių ir platformų. Nors džiugu matyti didesnį supratimą apie psichikos sveikatos iššūkius, kaip mes, kaip HR, galime žinoti, kad galiausiai pasirinkome tinkamą pagalbą? Ir dar sudėtingesnis klausimas: kaip užtikrinti, kad žmonės iš tikrųjų ja naudosis?
Mažas įsitraukimas gali būti vienas iš barjerų, kuriuos įmonės turi įveikti, diegdamos psichinės sveikatos naudą. Svarbu suprasti, kas trukdo darbuotojams naudotis šiais ištekliais, nesvarbu, ar jie yra naudojami internetu, ar neprisijungę.
Kaip užtikrinate, kad jūsų investicija nebūtų švaistoma ir iš tikrųjų būtų naudinga jūsų darbuotojams?
Make sure you choose the platform that will best benefit your team. To do that, you first need to understand what your employees’ needs and expectations are.
Once you have made your choice, it is time to put things into place.
This should be more than an email or a newsletter. Make it an event with a proper launch. Then, ensure that everyone understands what it is for and how they can use it. Organise training and demonstrations of the different tools and services. Make sure to engage all employees. If possible, invite some bold employees to share their stories. Ensure information about the benefits is easily accessible at all times.
Many people associate mental health issues with psychologists, but there are many more tools in the toolbox! Coaching, for example, can be an answer to many issues.
Address privacy as a separate topic. Explain how the platform works on the back end and what type of data you are seeing on the dashboard to reassure employees that their mental health remains a private matter (unless they choose to share it).
It is not just about launching and moving on. Without regular reminders, employees might very well forget as they get caught up in the day-to-day of the office. Have regular check-ins, especially in the first few months, to make sure the habit sticks.
Use platform updates or new services added as an “excuse” for a new workshop or reminder to make sure everyone is up to date with the extra services. Encourage your team to start with small steps to try and stay consistent, and use the tracking tool to monitor their own progress.
Utilize international or national thematic months, such as October or May, to host larger events and campaigns.
Regularly check the dashboard of the platform to monitor usage and check in with employees regularly, individually, and in groups when appropriate.
Have surveys and feedback sessions (anonymous or not) to keep improving the services and better understand the evolving needs of your employees.
If possible, assign a mental health task group or a person who would be an internal point of contact and advocate for the topic.
Be in constant communication with your third-party platform to stay informed about new updates and tools that could best serve your employees, and provide feedback to them on how to improve their tools for increased engagement.
Third-party mental health platforms are essential tools to support your company’s mental health, but they cannot be a one-time band-aid solution. They can only work if they are one pillar of a comprehensive mental health policy and culture within a company.
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About the author
Psychology Content Writer at Siffi
Morgane crafts compassionate, engaging content that makes mental health conversations more human and accessible. At Siffi, she combines storytelling with strategy to foster a culture of care and connection in the workplace.
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