This is how you make mental wellbeing your toppriority

Not one manager or HR person can ignore mental well-being at work anymore. The topic is of more importance than ever, but not enough is put in practice. Why can´t you ignore this? And where do you start as a business? We had a conversation with our HR manager Eva Michielsen. She shines her light on the necessity of mental-wellbeing, shares tips for a strong policy, and examples from iCredit.

What are the biggest issues companies struggle with?

“I know from previous work experiences that savings are a major challenge. Many companies want to increase efficiency with digitization and reduce their workforce. This is often accompanied by stress complaints and a greater risk of burnout. It is difficult for organizations to find the balance. On the one hand, they want to keep their heads above water financially, on the other hand, they have to keep their people happy and not overload them. Moreover, automation is also a pitfall. Sometimes executives overestimate the time savings or underestimate the complexity of the digital processes. In addition, absenteeism often remains a concern. At iCredit I notice that the company is growing strongly. This evolution towards a larger organization entails changes and therefore requires the necessary flexibility.”

Do you also see an impact of the corona crisis here?

“Certainly, working from home is often still a big question mark. Countless companies require their colleagues to return to the office often, but are encountering resistance. For example, I notice that candidates are already asking about the options for working from home during their application. This flexibility is very important to them. The search for the ideal way of hybrid working is still in full swing for many companies.”

Why is it essential for companies to focus on mental well-being at work?

“Mental well-being plays a decisive role in your employee engagement. All studies indicate that happy employees are also more productive. I also see this in practice with our finance consultants. When they feel good and receive regular feedback, everything runs smoothly. In this way, satisfied employees result in satisfied customers for us.”

What does such a welfare policy look like?

“A strong welfare policy is based on four pillars. The first is health and safety: encouraging a healthy lifestyle at work, appointing an occupational physician, adapting buildings to accommodate people with a disability… The second is corporate culture. You must formulate clear company values ​​that motivate your employees, for example by pursuing social goals. Positive communication is also a must. This improves cooperation, promotes team spirit and leads to better results. The last pillar is development. This way you can offer interesting career prospects or provide teleworking, so that colleagues can combine their family and professional lives more easily.”

So mental wellbeing at work is more than offering free fruit and installing a ping pong table?

“Fruit and a ping-pong table are certainly allowed, but these are more short-term initiatives. As an organization you also have to think in the long term and focus on prevention. For this you can work with a prevention partner, who supports the roll-out of the welfare policy. This should not be too strategic: make it practical and accessible to your employees. What should they do when they have a problem? Leave risk analyzes behind and speak their language. A wide range of training courses is also indispensable in your welfare policy, with a focus on social and mental skills. They are just as important as other skills.”

It can be challenging for SMEs to take these steps. Do you have tips that lower the threshold for them?

“Give your colleagues recognition, communicate positively and create a safe working environment in which honesty is paramount. In terms of growth opportunities, SMEs are sometimes limited. Don’t fixate on that and focus on what you can do. With small actions, such as relevant training and flexible working hours, you already make a big difference. You can certainly organize meaningful activities, but also leave room for fun, for example by organizing a fun team building event every now and then. A dynamic, inspiring working atmosphere is key!”

What do you do as a manager or HR employee when you see that colleagues are not feeling well?

“I think we often want to solve their problems, but that doesn’t always benefit your employees. In the first instance, you should mainly listen and give them the room to tell their story. You can of course make suggestions and follow them closely, but always follow the pace of your colleagues and do not decide anything for them. The most important thing is that they can turn to you and feel heard, in complete confidence.”

How does iCredit itself support mental wellbeing at work?

“We do that in different ways. For example, our finance consultants work with time registration. This is often seen as a form of control, but we consciously turn it into something positive. Do we see someone piling up overtime? Then we call that person, gauge the workload and possibly talk to the customer. Happy consultants are crucial: we don’t want our people to drop out and actively help us find the right balance. That is why it is not our job to continue working for hours in the evening, on the contrary. Managing partners Sven and Koen attach great importance to sport and relaxation, and they also propagate this vision. For example, they will never send emails to their colleagues after the working day.”

Do you offer coaching or training yourself?

“Absolutely! I am currently following a career coaching course, so that I can guide our employees even better. In addition, we regularly organize afterworks, which we combine with fun information sessions. This also includes soft skills. A workshop on the new hospitalization insurance is planned soon. We are switching to a partner that focuses more on prevention, and that brings many benefits. Digital communication with doctors, reimbursements for alternative forms of medicine… It is important that our people are aware of this!”

Finally: you indicated that hybrid working is an issue for many companies. How about you?

“We really take into account the stage of life our colleagues are in. As a consultant, for example, you have to be very flexible and regularly change workplaces. Isn’t that feasible with someone’s family situation? Then we look at the possibilities for permanent recruitment. Or if they consider becoming a freelancer, we guide them to take that step and we want to continue working together. iCredit strives to be a partner throughout your career, across the different stages of life.”

Would you like to work for an organization that pays special attention to mental well-being at work? The possibilities are wide: from strengthening our internal team to starting as a finance consultant.