Workplace Wellness

According to the 2019 Economic Times, a survey covering 3000 employees from IT, Manufacturing, financial, and start-up sectors, gathers that one out of every five employees of India Inc suffers from workplace depression. Medical professionals blame this epidemic of the mind as a consequence of the lack of a support system at the workplace.

 When we view workplaces as living, dynamic ecosystems, we are forced to acknowledge the deep interaction and network of interpersonal relationships that thrive within them. And as much as we would like to neatly organize our lives into personal and professional, the reality is these worlds influence each other – often very heavily. While understanding this interplay of a group working together, the impetus to be trauma-informed and mental-health positive becomes compelling.

Workplace Wellness

How can you as an employer, foster a sense of co-ownership among your employees towards aligned organizational goal achievement?

Most workplace well-being programs take a uni-dimensional approach towards Mental Health and when it comes to the responsibility of building a supportive workplace, it is mostly vested solely with the HR / Diversity Inclusion team or the organizational leadership. However, this approach tends to discount individualistic experiences and locates all power and accountability among a select, often small group of individuals. 

With the Workplace Well-being programme, we envision creating such an informed, supportive and sustainable workplace ecosystem by: 

  1. Exploring the interaction of personal & professional self-inquiry 
  2. Developing a shared understanding of mental health support at the workplace  
  3. Building a trauma-informed workplace

The physical and emotional safety generated between an individual and their workplace, shared trust, opportunities to exercise choice & agency, and the larger ability to collaborate on tasks become the cornerstones in contributing to the overall, greater feeling of well-being. 

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Empowering Employees to Thrive

Building subjective well-being perceived self-efficacy, autonomy, competence, and the achievement of one’s intellectual and emotional potential through Employee Assistance Programs (EAPs) and targeted modules. 

Modules include ‘The Self’, ‘Stress Management’, ‘Emotional Intelligence’, ‘Building Resilience’, ‘Building a Healthy Work-Life Balance’ and others.

Workplace culture & Group Dynamics

Towards building safe and emotionally sound work environments.

Modules include ‘Exploring group dynamics towards creating shared meaning, dialogue and communication including navigating difficult and honest conversations through active listening and & creating a safe space to build trusting professional interpersonal relationships and others

Leadership & Middle-Management Well Being

Organizational leaders can be powerful models of self-care and well-being behaviours for their staff, thereby creating healthier and more effective organizations. 

Modules include ‘Leadership styles’, ‘Harnessing the power of Emotional Intelligence and Compassion’, ‘Ethical Leadership’ and others.

INTERVIEW SERIES

Mental Health & Careers

As much as we would like to neatly organize our lives into personal and professional, the reality is these worlds influence each other – often very heavily. The ambition of this series is to bring to life the complexity of life experiences; mental health experiences and it’s interaction with career trajectories.

Hopefully, when heard together and thought through together, it will give us a sense of the points of pause that we have to take when we think through designing mental health programmes.

Driving Organizational Well-being

Every organization has it’s own culture and unique needs. Therefore, it is important that a workplace well-being plan be targeted and tailored to these needs and identified gaps. Here’s the process we follow

Needs Assessment

A comprehensive needs assessment to identify gaps, concerns and hierarchy specific needs is conducted before we begin plan development. This is done through interviews and dialogue with a representative sample using a framework of reflective questions.

Sustainability

We value the long-term impact of a programme, and to facilitate this, we offer employee assistance through one-on-one individual therapy, initiate peer-led support groups and embed mental health protocols within the workplace ethics and policies.

Co-development of Program

We co-develop a targeted and tailored program that is informed by the findings of the needs assessment and responds to the emotional and psychological well-being of the organization at all levels of the hierarchy.

Program Delivery

The program is executed by trained psychologists from The Listeners Collective over a period that is requisite and mutually convenient. We finish with an assessment to understand the impact of the program.

Recent Partnerships

We partnered with The Blue-Ribbon Movement to facilitate a series of workshops towards building an unranked, shared understanding of mental health support through a dialogic and reflective approach.

Through the programme, we aimed to achieve certain outcomes highlighted below:

  1. A collaborative understanding and language of mental health support at a workplace, informed by the employees’ experiences and beliefs.
  2. An enhanced understanding of trauma and its interaction with one’s professional life.
  3. An enhanced understanding of the interaction of one’s personal and professional lives.
  4. Improved ability and understanding of supporting each other with mental health challenges at the workplace.

Through our well-being programs we aim to create

An increased sense of commitment, purpose and belongingness fostering improved collective alignment to organizational goals

Improved understanding and incremental achievement of intellectual and emotional potential

Improved dialogue and communication towards the building of trusting professional relationships

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