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Linked: Making Work Safe for Mental Illness
We’ve been talking about making the workplace “safe” for a number of years now. First, there were the obvious, physical safety issues, and then the focus on sexual harassment, then on to bullying, and diversity. It’s important. You simply don’t get the best results from employees who don’t feel safe.
And yet, in a time when there is an increasing number of employees dealing with mental health issues, we also need to consider what we do to make sure they feel safe as well, for the same reasons. People who don’t feel safe, will not speak up, will not bring their best work to the table, and might just be looking for a safer work environment.
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Shared Links (weekly) August 29, 2021
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How to create a positive and effective cybersecurity environment instead of a shame culture
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Who’s Worrying About the Mental Health of the Law Firm Leaders?
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Five Great Reads on Cyber, Data, and Legal Discovery for August 2021
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How Different Personality Types Cope with an Always-On Culture
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– You really should, it’s so much more than the standard Twitter interface.
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How to Reduce Your Law Firm’s Overhead Costs and Still Be Productive
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Why you and your boss should talk honestly about your mental health
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Linked: Employer initiatives to increase staff wellbeing found to be ineffective
You do see the problem here, right? As an employee, great that there’s a webinar planned on stress management, but if I now have to work an hour later that day in order to attend the webinar, it’s not helping. Lots of HR departments are making tools available, but managers are still expecting the same amount of work, with the same crazy deadlines and expectations, from a likely short-staffed team, so who has time to use them?
So they don’t help. Not because they aren’t helpful, but because you’ve made self-care and wellbeing yet another thing for your employees to do.
Employee burnout does not exist solely because your employees haven’t figured out how to meditate. It’s systemic to our way of doing business. Unless that changes, we’re just rearranging deck chairs.
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Shared Links (weekly) August 22, 2021
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Making the Case for Information Governance and Why You Should Address it Now
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Over Seven Years, Scant Progress in Law Firm Diversity, New Survey Shows
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The 3 Biggest Mistakes the Board can Make Around Cyber Security
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Bumble Gave Nearly Its Entire Staff a Week Off to Combat Burnout. Here’s What It Learned
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Linked: 16% of workers think their mental health is supported
Because if my value to my team is only a factor of productivity versus cost, and not as a human being, why should I put my own mental wellbeing at risk for you?
That makes no sense, and we are seeing more and more people recognize this fact. Either figure out how to support the human beings who work for you, or stop hiring them.
At least that way you aren’t actively harming anyone with your job.
