Linked – Four actions leaders can take to boost employee mental health
Psychological safety in your workplace environment cannot be achieved without training your managers on mental health.
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Domestic Violence as Workplace Safety
How would you react to domestic violence if you were to view it as a company security issue instead of a personal problem? There is plenty of evidence that it is a workplace issue. Employers could play a role in keeping their people safe if they took it seriously as a workplace issue.
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Linked – A Business Case for Building Empathy, Trust, and Psychological Safety
What I would like, however, is just once for someone not to feel the need to make a business case for treating your employees with kindness and empathy. This need to include the business case and the impact on the bottom line is an appeal to management in their self-interest and the financial interest of their business.
How about we make the case that being kind, thoughtful, and empathetic towards employees is the right way to treat a fellow human being, regardless of what it means for the bottom line? Is it too much to ask managers and CEOs to treat people like people? Or are we so far down the caste system at work that we have to convince managers to act as if they care about their employees to benefit themselves?
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About Last Week
When I look back on those years, it breaks my heart to know that half (probably much more!) of the people in our industry exist as some version of me in my teens and twenties because they don’t feel safe. On a very personal level, it makes me cry for all the pain and hurt out there that I wish others didn’t have to know so well. On a professional level, it hurts all of us. How much better equipped could we be for technology changes and the challenges of working in the legal industry if there weren’t so many women and men who felt the need to hide to feel safe? How much more successful could your organization be if all of these folks felt safe enough to stop hiding their talents and ideas? Leaders, what are you doing to ensure that everyone feels safe? Are you telling them how to hide themselves better, or are you creating a space where they don’t need to?
It matters to the bottom line, it matters in terms of career development, and it matters personally to far too many people who have their own stories to tell about their own experiences in and around our industry. Listen to them. Let it hurt you to hear their stories. Let it be heavy for you to learn the truth. Let that hurt turn into a determination to put an end to it.
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Stories Can Help Eliminate Mental Health Stigma, But Is The Workplace A Safe Place to Share Yours?
Bosses, ask yourself the question. Is this a safe place for people to talk about their mental health? If it’s not, what can you do to change that? The article above has some advice for you. Maybe it all comes down to the kind of people who work for you and the behavior that you tolerate. If someone is honest about their mental health struggles and then you allow them to be stigmatized by others, it’s not a safe place.
And if it’s not a safe place, your wellbeing program doesn’t matter.
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Shared Links (weekly) Nov. 19, 2023
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The Future of Mental Health at Work Is Safety, Community, and a Healthy Organizational Culture
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Perfectly legal for cars to harvest your texts, call logs– “In other words, it’s A-OK for your car to “automatically and without authorization, instantaneously intercept, record, download, store, and [be] capable of transmitting” text messages and call logs since the privacy violation is potential, but the injury not necessarily actual. “
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Staying Mentally Strong: Tips For You And Your Team This Holiday Season.
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Shadow AI: A Thorny Problem For Law Firms– This is probably already happening.
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Return-to-office mandates could spell trouble for working mothers
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