The strength of the Human Resource (HR) department is a powerful indicator of the strength of an organisation. That said, it is a challenging and daunting responsibility to carry the expectations of both the employer and employees alike. Greater demands are being projected on this department of organisations often with insufficient support to deliver optimally. With issues related to the increasing inflation, fluctuating rising fuel costs, load shedding and political uncertainty flaring up, there is a rising negative impact on the mental wellbeing of both employers and employees alike …

We are living in pressured times and are pulled in a myriad of directions due to various responsibilities and challenges. Without decisive and impactful interventions, the challenges will burst at the seams, leading us to further turmoil.

There is an invisible cost related to the uncertainty that is being experienced in relation to the tough current economic times that South Africa is facing.

We are concurrently still reeling from the effects of Covid-19 and the challenges seem to be mounting as a direct and indirect consequence of the pandemic.

It has been proven that financial challenges are associated with mental health struggles such as anxiety and depression.

This, in turn, has a ripple effect because of the impact on work performance due to the impact of these conditions, such as impaired cognition (concentration, problem-solving difficulties and thinking speed) subsequently affecting productivity and quality of work output.

In a study done by Hexor involving 1061 participants, an average of 18 days sick leave was reported due to depression, 54% of people who experienced depression said they took more time to complete simple jobs and 50% made more mistakes than usual at work.

It is important to highlight these worrying statistics as they are proof that there is an impact of impaired mental health on work performance and outcomes.

According to a study done by the World Health Organisation in 2022, it was reported that 15% of working-age adults were estimated to have a mental disorder in 2019. It was also reported that, globally, depression and anxiety result in an estimated loss of 12 billion working days every year,  costing  1 trillion US dollars in lost productivity annually.

Although a bleak  and overwhelming picture is being illustrated, one can use this information as a source of awareness and be more proactive when it comes to methods of intervention. There is a risk of feeling helpless but this can also be an opportunity for a positive paradigm shift.

The role of workplace mental health interventions in the form of employee assistance programmes (EAP) and mental health advocacy initiatives needs to be strengthened and promoted now more than ever before.

According to an article by EAPA-SA; for many years, employee assistance programmes (EAP) have recorded a trend of low utilisation within organisations across the world due to what professionals attribute to stigma surrounding mental health issues. These challenging economic times are an opportunity to encourage increased utilisation of EAP services and promote psycho-education in mental health.

In recent years, mental health has become a topic of increasing importance-and for good reason. Gone are the days when individuals were expected to leave their challenges at the company’s door upon entry. Such outdated thinking and cultures are toxic, and can in turn have a negative effect on an organisation’s overall functioning. Viewing employees holistically and with empathy can create a healthier work culture.

Employees can easily become despondent as a result of being constantly bombarded by negativity in the news and on social media. For this reason, appropriate and relevant safety nets need to be established that are more grounded and resolute in supporting employees.

It is important to remember that the work-life of employees serves as an aspect of their lives, not the sum total of it. This simple fact is often taken for granted yet it is critical to be aware of it. This reality should awaken the understanding of employers to manage their expectations of employees.  Multiple complex and multifaceted issues impact employees and an awareness of their diverse and individualised contexts is necessary in fostering a healthy workforce and work culture.

Financial literacy needs to be prioritised and the correlation related to the impact of debt on holistic wellbeing needs to be clarified. Educating employees about the influence of financial behaviour on their wellbeing  and then equipping them with the tools to address their challenges is essential.

Being proactive is paramount in order to address these challenges. Empowerment in the form of education is key.

A healthy and effective Human Resources (HR) department is the bedrock of every successful organisation, irrespective of the size. When one speaks of HR, one can often take the people who make it functional, for granted. At times it can feel like a thankless role yet it is a vital role.

There are many pressures that are associated with the role of working in HR.

It is important to highlight the importance of self-care across all spheres. A work-life balance often feels unattainable but work-life integration can be made a feasible and achievable goal.

In the quest to ensure a well-run organisation, prioritising your wellbeing  as an HR personnel is crucial.

Burnout is a reality, especially with the pressures and demands of tough economic times. It is more cost-effective to prevent n  adverse outcomes rather than resort to crisis intervention so emphasising proactive interventions should be a focal point.

Prioritising the mental health of employees, instead of treating  it as optional, is forward-thinking and will yield positive outcomes in the long-term. The failure to do so  is detrimental and short-sighted.

Viewing employees holistically, rather than one-dimensionally, can significantly determine the overall health and performance of organisations.

Equipping employees with the tools to empower themselves will make them feel valued for their humanity, not just seen as fulfilling a function or being replaceable. This approach can build trust between the employees and employers.

Psychological safety must be integrated into the company culture to effectively support the mental health of employees.

The wellbeing of employees is under threat due to various stressors. Adopting a  decisive, proactive and preventive approach to employee wellness is a progressive strategy to address this potentially overwhelming challenge.

Dr Samke Ngcobo is a Mental Health Advocate and Founder of Vocal Mentality, a mental health platform aimed at demystifying misconceptions about mental illnesses.