A shift in thinking around mental health<\/strong><\/h3>\n\n\n\n\u201cOrganisations don\u2019t have to choose between performance or<\/em> well-being,\u201d principal researcher of the report and GIBS faculty Dr Frank Magwegwe, said.<\/p>\n\n\n\nThe workplace requires a shift in mindset, he explained: \u201cWe need to shift our beliefs, behaviours and attitudes and the way in which we think about employee well-being, as well as mental health.\u201d <\/p>\n\n\n\n
\u201cMany leaders are still of the mindset that emotions are not appropriate for the workplace and must be kept at home,\u201d Magwegwe said. <\/p>\n\n\n\n
But measuring emotional well-being is part of developing a person\u2019s ability to manage their emotions constructively.<\/p>\n\n\n\n
\u201cPeople are exhausted. People are stressed. Ultimately, this impacts individuals\u2019 ability to perform in the workplace,\u201d CEO and co-founder of mental wellness app October Health and former Uber SA General Manager Alon Lits said.<\/p>\n\n\n\n
One person in every four is diagnosed with depression every year in South Africa at an annual cost of R250 billion to the economy through absenteeism, presenteeism and staff retention.<\/p>\n\n\n\n
\u201cThe solutions offered today by the majority of employee wellness initiatives are reactive and too broad to be effective,\u201d Lits said. <\/p>\n\n\n\n
Organisational well-being programmes must look after all six dimensions of the individual \u2013 mental, physical, financial, social, emotional and work \u2013 offering holistic solutions.<\/p>\n\n\n\n
Performance psychology for the workplace<\/strong><\/h3>\n\n\n\nLits suggested organisations integrate elements of performance psychology, traditionally used by professional athletes to optimise performance, into their employee wellness programmes.<\/p>\n\n\n\n
\u201cPerformance psychology can optimise your team\u2019s state of mind for peak performance and equips individuals in the workplace to build traits like resilience, mental toughness, and the ability to visualise positive outcomes.\u201d<\/p>\n\n\n\n
The discipline also incorporates mindfulness practices to help staff prepare for high-pressure situations.<\/p>\n\n\n\n
Clinical psychologist and co-founder of October Health Allan Sweidan -observed that many Employee Assistance Programmes (EAPs) are too reactive. <\/p>\n\n\n\n
Techniques in performance psychology, developed from cognitive behavioural therapy, positive visualisation and mindfulness, can help employees to be proactive. <\/p>\n\n\n\n
\u201cIt\u2019s the opposite of presenteeism or quiet quitting. Rather, it\u2019s about being able to show up when it counts and preparing yourself for that moment when you can shine for yourself and for the organisation,\u201d he explained.<\/p>\n\n\n\n
Ex-Springbok rugby player JP Pietersen said when he became a Springbok in 2006, very little attention was given to mental health.<\/p>\n\n\n\n
\u201cSport and rugby are physical, but 50% of your performance is mental and it requires mental strength to be able to perform at your peak,\u201d he said.<\/p>\n\n\n\n
Pietersen said he would use techniques such as visualisation to prepare himself before a game to boost his confidence and force himself into the present moment. \u201cA team is only as good as an individual\u2019s preparation,\u201d he added.<\/p>\n\n\n\n
To recover from adversity, Pietersen suggested adopting a growth mindset. \u201cSee setbacks as both a challenge and an opportunity and reflect on obstacles to see how you can use them to improve your performance. Use discipline, habits and routine to overcome seemingly insurmountable challenges.\u201d<\/p>\n\n\n\n