Benefits of Regular Psychological Counselling for All Employees

In the modern workplace, the importance of mental health cannot be overstated. Regular psychological counselling for employees offers numerous benefits that extend beyond individual well-being, positively impacting the overall organizational health and productivity (Song and Baicker, 2019). Here are key benefits of implementing regular psychological counselling for all employees:

1. Improved Mental Health and Well-Being

Regular counselling provides employees with the tools and support to manage stress, anxiety, depression, and other mental health issues. It creates a safe space for employees to express their thoughts and feelings, leading to better emotional regulation and coping strategies. Improved mental health enhances overall well-being, resulting in happier, more fulfilled employees (Kang et al., 2020).

2. Enhanced Employee Productivity

Mental health issues can significantly impede an employee's ability to concentrate, make decisions, and perform tasks efficiently. Counselling helps address these issues, leading to improved focus, clarity, and productivity. When employees are mentally healthy, they are more likely to be engaged and productive in their roles (Johnson et al., 2018).

3. Reduced Absenteeism and Presenteeism

Mental health problems often contribute to higher rates of absenteeism and presenteeism (being physically present but not fully functioning). Regular counselling helps mitigate these issues by providing early intervention and continuous support. This reduces the number of sick days taken and ensures that employees are more present and effective when at work (Janssen et al., 2018).

4. Better Workplace Relationships

Counselling can improve communication skills, empathy, and emotional intelligence among employees. These skills are crucial for building positive workplace relationships, resolving conflicts, and fostering a collaborative environment. Strong interpersonal relationships contribute to a supportive and cohesive work culture (Galea, Merchant and Lurie, 2020).

5. Increased Employee Retention

Employees who feel supported and valued are more likely to stay with an organization. Providing regular psychological counselling demonstrates a commitment to employee well-being, enhancing job satisfaction and loyalty. This can lead to reduced turnover rates and the retention of top talent (Eby et al., 2019).

6. Enhanced Coping Mechanisms

Counselling equips employees with effective coping mechanisms to handle personal and professional challenges. These skills are particularly valuable in high-stress industries or during periods of organizational change. Employees who can manage stress effectively are more resilient and adaptable, contributing to a stable and productive workforce (Ebert et al., 2018).

7. Promotion of a Positive Organizational Culture

A commitment to mental health through regular counselling promotes a positive organizational culture that values employee well-being. This can lead to higher morale, a sense of community, and a positive work environment where employees feel safe and supported. A healthy organizational culture attracts and retains talent, driving long-term success (Duan and Zhu, 2020).

8. Proactive Mental Health Management

Regular counselling allows for early detection and intervention of mental health issues. Proactive management can prevent minor issues from escalating into major problems, reducing the need for more intensive interventions later. Early intervention also minimizes the impact of mental health issues on work performance and overall productivity (Duan and Zhu, 2020).

9. Support During Life Transitions

Employees often face significant life transitions such as marriage, parenthood, or loss of a loved one. Regular counselling provides ongoing support during these periods, helping employees navigate changes and maintain their mental health. This support can reduce the impact of personal challenges on professional responsibilities (Brooks et al., 2018).

10. Improved Work-Life Balance

Counselling can help employees achieve a better work-life balance by addressing work-related stressors and personal issues. A balanced life contributes to overall satisfaction and well-being, making employees more content and productive both at work and at home (Brooks et al., 2018).

Conclusion

Implementing regular psychological counselling for all employees offers extensive benefits that enhance both individual and organizational well-being. Improved mental health, increased productivity, reduced absenteeism, better workplace relationships, higher retention rates, enhanced coping mechanisms, a positive organizational culture, proactive mental health management, support during life transitions, and improved work-life balance are just a few of the advantages. By prioritizing mental health, organizations can create a supportive and thriving work environment that fosters success and sustainability.

SriLankan Airlines has launched an Employee Assist Center

According to the (SriLankan Airlines, 2018), the company achieved another milestone in Sri Lanka’s corporate sector when it became the first organization in the country to launch an Employee Assistance Centre (EAC), which offers professional guidance and counselling for employees to overcome challenges in their work or personal life. The EAC would provide its expertise to any employee free of charge with the aim of facilitating peace of mind and quality of life.

 

References

• Brooks, S.K., Dunn, R., Amlôt, R., Rubin, G.J. and Greenberg, N. (2018) ‘A systematic, thematic review of social and occupational factors associated with psychological outcomes in healthcare employees during an infectious disease outbreak’, Journal of occupational and environmental medicine, 60(3), pp. 248–257.
• Duan, L. and Zhu, G. (2020) ‘Psychological interventions for people affected by the COVID-19 epidemic’, The Lancet. Psychiatry, 7(4), p. 300.
• Ebert, D.D., Van Daele, T., Nordgreen, T., Karekla, M., Compare, A., Zarbo, C., Brugnera, A., Øverland, S., Trebbi, G., Jensen, K.L., Kaehlke, F. and Baumeister, H. (2018) ‘Internet- and Mobile-Based Psychological Interventions: Applications, Efficacy, and Potential for Improving Mental Health: A Report of the EFPA E-Health Taskforce’, European Psychologist, 23(2), pp. 167–187. Available at: https://doi.org/10.1027/1016-9040/a000318.
• Eby, L.T., Allen, T.D., Conley, K.M., Williamson, R.L., Henderson, T.G. and Mancini, V.S. (2019) ‘Mindfulness-based training interventions for employees: A qualitative review of the literature’, Human Resource Management Review, 29(2), pp. 156–178.
• Galea, S., Merchant, R.M. and Lurie, N. (2020) ‘The mental health consequences of COVID-19 and physical distancing: the need for prevention and early intervention’, JAMA internal medicine, 180(6), pp. 817–818.
• Janssen, M., Heerkens, Y., Kuijer, W., Van Der Heijden, B. and Engels, J. (2018) ‘Effects of Mindfulness-Based Stress Reduction on employees’ mental health: A systematic review’, PloS one, 13(1), p. e0191332.
• Johnson, J., Hall, L.H., Berzins, K., Baker, J., Melling, K. and Thompson, C. (2018) ‘Mental healthcare staff well‐being and burnout: A narrative review of trends, causes, implications, and recommendations for future interventions’, International Journal of Mental Health Nursing, 27(1), pp. 20–32. Available at: https://doi.org/10.1111/inm.12416.
• Kang, L., Ma, S., Chen, M., Yang, J., Wang, Y., Li, R., Yao, L., Bai, H., Cai, Z. and Yang, B.X. (2020) ‘Impact on mental health and perceptions of psychological care among medical and nursing staff in Wuhan during the 2019 novel coronavirus disease outbreak: A cross-sectional study’, Brain, behavior, and immunity, 87, pp. 11–17.
• Song, Z. and Baicker, K. (2019) ‘Effect of a workplace wellness program on employee health and economic outcomes: a randomized clinical trial’, Jama, 321(15), pp. 1491–1501.
• SriLankan Airlines launches Employee Assistance Centre to provide guidance for staff (2018) Srilankan.com. Available at: https://www.srilankan.com/en_uk/corporate/news-details/226.