Talk about Mental Health in the work environment It can no longer be considered a taboo issue or an “extra” of corporate well -being. Today, Taking care of mental health is as important as preventing physical risks or promoting healthy habitssomething we already see as something everyday. However, despite the growing interest in integrating emotional well -being into organizations’ strategy, reality reminds us that There is still a long way to go.
The mental health is not an isolated theme. It is deeply connected to the Corporate culture, leadership styles, internal communication and the perception that people have about their value in the organization. In other words: Mental health is built or eroded from the way in which it is worked, leads and coexists.
A matter of collective impact
The World Health Organization estimates that every year they are lost 12,000 million days of work due to depression and anxiety. Beyond the figure, this data reveals that Emotional discomfort is not just a personal matter: it has a direct impact on productivity, the work environment and the sustainability of any company.
The mental load derived from a high constant demandthe Lack of recognition o to insulation sensation They are some of the factors that affect the emotional health of working people. To this is added, in many cases, The difficulty of asking for help for fear of stigma or trial.
Communication as a change lever
From the field of Corporate communicationwe have an opportunity – and a responsibility – act as catalysts of cultural change that companies need to take care of the mental health of their teams. It is not only about specific campaigns, but Build consistent messages, sustained over time, that reinforce the idea that psychological well -being is a priority.
This implies Give visibility to available resources, train leaders to detect signals to discomfort y generate a climate of trust that favors open conversation on the subject. It also supposes Check internal channels and codes: Do we promote psychological security or do we feed pressure and silence?
From commitment to action
The companies that really want move towards a culture of well -being must go from discourse to real commitment. This translates into concrete actions: psychological support programs, Digital disconnection policies, effective time flexibility And, fundamentally, active and permanent listening to the equipment.
In this sense, human resources and communication must work alignedunderstanding that Mental health is a strategic dimension of human capitalNot a secondary theme.
An investment that generates value
Besides, Taking care of mental health is not just ethics and responsibility: it is an intelligent investment. Numerous studies show that Companies that bet on the emotional well -being of their employees reduce absenteeism and increase commitment, creativity and fidelization of talent.
In a context of uncertainty and constant changes, People seek organizations that offer emotional security, in addition to economic security. And that culture is built day by day, with coherence, human leadership and empathic communication.
For all this, Mental health at work cannot be a luxury or a passenger fashion. Es a priority that demands commitment, vision and coherence. From the communication departments, we have the capacity – and the duty – of Put words to this need, open spaces for dialogue and build a work culture where emotional well -being is a right.
Because, in the end, Taking care of mental health is not just taking care of people: it is taking care of the very heart of the organization.
This tribune is part of the co -responsible dose: promotion of mental health and well -being in the workplace
