Workplace tension towards supervisors is not classifiable as a mental health disorder, comments a former high street CEO, expressing concerns about the escalating trend of medicalizing workplace issues.
In an effort to tackle the rising issue of employee turnover due to poor health and workplace stress, Sir Charlie Mayfield, the former chairman of John Lewis, has been appointed by Liz Kendall, the work and pensions secretary, to come up with solutions.
- Four-day workweek for improved health and engagement
Research linked to Sir Mayfield suggests that adopting a four-day workweek can lead to lower health care costs and reduced employee turnover. This approach emphasizes better work-life balance and less pressure on employees, thereby improving overall health and engagement.
- Prevention and early intervention in the workplace
Mayfield's review highlights the importance of prevention, retention, early intervention, and rapid rehabilitation within work environments. These strategies aim to support employees before health or mental health issues lead to absences or turnover, thereby improving retention and participation.
- A nuanced approach to workplace dissatisfaction
Mayfield's review acknowledges the problematic attitude of "I hate my boss syndrome" but advises against using such sentiments as grounds for mental health sick leave. Instead, the recommendation involves constructive engagement with workplace culture and management dynamics rather than immediate absence from work due to dissatisfaction with leadership.
- Long-term health workforce strategy
The 10-year health plan for England, aligned with Mayfield’s leadership, envisions a workforce that is better supported, motivated, and trained to deliver personalized and preventative healthcare. This indirectly supports employee health by fostering healthier work practices and environments, reducing workforce turnover over time.
- Encouraging open dialogue and routine contact
Sir Mayfield believes that sick notes create an impregnable barrier between employer and employee. He suggests more can be done through the workplace by encouraging discussion and relationships to address workplace issues. Routine contact with employees when they are signed off can help support their return to work.
The plans proposed by Sir Charlie Mayfield focus on structural workplace reforms like reduced workweeks, enhanced early health interventions, a nuanced approach to workplace dissatisfaction, and long-term investment in workforce well-being to address turnover driven by poor health and workplace stress.
It's important to note that one in five people of working age have a health condition that affects their job. Mayfield also suggests addressing the issue of employees hating their bosses by figuring out how to deal with it. Some organizations are ready to contact employees when they're off sick, but most are not. He stresses that more can be done through the workplace to address these issues and support employees in their return to work.
- Apart from structural changes, Sir Mayfield also proposes an approach that prioritizes open dialogue and regular contact with employees when they are signed off sick, aiming to support their return to work and address any workplace issues that may be causing distress.
- Emphasizing the importance of early intervention and prevention, Mayfield's review calls for a long-term health workforce strategy for England that focuses on creating a workforce better educated, motivated, and equipped to deliver personalized and preventative healthcare, thereby improving employee health and reducing turnover.
- Sir Mayfield's plans address the pervasive issue of one in five working-age individuals grappling with health conditions that impact their jobs by advocating for a nuanced approach that moves beyond absences due to boss-related dissatisfaction, and encourages constructive engagement with workplace culture and management dynamics instead. This balanced approach ultimately focuses on fostering a healthier work environment while addressing employee concerns.
