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Investing in Human Capital Improving productivity and
performance has long been the goal of business, but in the
coming decade the investment in human capital will make a
greater impact in improved performance than will
investments in technology and structures alone. “Employers
are realizing that the health of their employees is
actually a vital part of their ‘human capital’ and a
largely untapped source of productivity gains that can
improve business performance,” according to Sean Sullivan,
JD, co-founder, President and CEO of the Institute for
Health and Productivity Management. “Investments in human
capital will be the key in the imminent age of labor
shortages,” he says. Mental Health in the Workplace One
way to invest in human capital and improve productivity is
to promote the mental health of employees. A special
report by the U.S. Department of Health and Human Services
indicates, “Employers may be able to improve productivity
in the workplace by promoting the mental health of their
employees.” A 1998 study by the Substance Abuse and Mental
Health Services Administration shows “people with mental
disorders have lower productivity and more problems on the
job than do other employees.” The report specifically
notes major depression, panic disorder, generalized
anxiety disorder and social phobia as prevalent mental
health disorders affecting workers. While employees with
mental disorders have higher absenteeism and lower
productivity, treatment can improve both measures. The
Role of Human Resources Learning more about mental illness
is one step employers can take to improve the mental
health of staff.
Supervisors can watch for signs that may signal a mental
health problem. Employers can provide non-threatening ways
for employees to learn about anxiety, stress, and
depression as well as how to seek help. “Managers need to
understand that depression should be treated like almost
any other illness, and they need to realize that being
depressed is not the person’s fault,” says Susan Rogers,
director of special projects at Mental Health Association
of Southeastern Pennsylvania. “If employers have workers
with mental illness, the employers benefit if they
accommodate them, trust them and support them,” says
Rogers. Spotting Mental Health Problems “We recognize that
personal problems can impact an employee’s work
performance,” says Debbie Temple, Director of Human
Resources for King’s Daughters’ Hospital and Health
Services in Madison, IN, “so when an employee is counseled
for negative behaviors at work, the manager will often
suggest that they may find the EAP to be helpful.” Temple
says that a manager also privately recommends the EAP to
an employee if he or she is aware of family issues and
observes personal behaviors indicating a need, such as
tearfulness. “Our EAP is a valuable resource to us,” says
Temple, “Although the service is strictly confidential, I
have many times heard back from employees who were
extremely pleased about the counseling they received.”
Utilizing Your EAP
Patty Shaw, Industrial Nurse for Knauf
Insulation, makes good use of EAP services to improve
employee mental health. “We include the EAP in all
disciplinary actions by letting employees know this
resource is available. We also train supervisors to watch
for behavioral health problems, promote the EAP with
flyers, brochures, cards and newsletters, and coordinate
and communicate with our EAP provider on all mandatory
referrals.” In this way, Knauf takes full advantage of
ongoing consultation with its EAP provider and enhances
the partnership in addressing employee mental health
issues. Those with Solutions EAP contracts can also refer
employees www.SolutionsEAP.org for an online mental health
screening tool.
Mark Uebel, Business Resource Group
(812) 314-3409 • 888-348-7449 • FAX (812) 376-4875 •
e-mail: mauebel@quincoinc.com • www.SolutionsEAP.org |
