Introduction
Regardless of our positions and areas of responsibility, we are human beings first and foremost. We cannot simply switch our emotions on and off at will. Our mental state affects all areas of life, including work. A person carrying negative emotions often doesn’t know how to deal with them and is unaware of how much this impacts those around them. This is why companies that are actively growing and competing for talent understand the importance of providing psychological support for their employees. It is difficult for them to find, and costly to lose, talented staff.
If employees are struggling, they will make mistakes at work, burn out, and ultimately leave. Statistics show that only 25-30% of employees have mental health issues, but according to the Pareto principle, this percentage can significantly affect the company’s atmosphere and the productivity of the entire team.
Modern business understands that the main capital is not machinery or buildings but people. The Employee Support Service is one of the advantages of a company’s HR policy and brand for several reasons:
- Job candidates equally evaluate both material and non-material benefits: corporate culture, a sense of belonging to the company’s mission, and group activities. Caring for mental health is one such benefit that can be decisive in the competition for top talent.
- For new employees, psychological support can ease the adaptation process, as changing jobs is stressful, even when warmly welcomed and provided with a mentor or senior specialist.
Difficulties in communicating with colleagues, job changes, burnout, family and relationship problems, and grieving a loss—these and other challenges occupy a person’s attention and reduce work efficiency. Employees under stress spend one-third of their work time unproductively.
When it comes to team stress, the first piece of advice is to reduce workload and implement stress-relief techniques.
Practical advice
Should you hire a full-time psychologist or one for a few hours a week?
Most people have internal barriers to personal conversations with a full-time specialist, fearing that their information might be relayed to management.
A psychologist’s responsibilities are broad: they may work with employees, clients, address training, motivation, development, and other issues. Covering this workload with just a few people is difficult.
A specialist hired by the employer will still consult employees in the employer’s interest. An external consultant, however, is unbiased and addresses the employee’s issue regardless of the broader context. A full-time psychologist is embedded in the company’s environment, making it harder for them to remain neutral, which is essential for effective mediation and resolving workplace conflicts.
Additionally, a full-time psychologist works with colleagues who have various relationships, which can lead to conflicts of interest.
Typically, a company employs only one psychologist, which limits the methods of psychotherapy and the range of specializations. For example, a psychologist might help with depression but lack the qualifications to handle family and relationship issues.
Meanwhile, the Employee Support Service is becoming increasingly in demand at growing Ukrainian enterprises, which recognize that employees and their emotional wellbeing are the company’s most valuable assets. The Employee Support Service provides necessary psychological help to employees under psychometric monitoring and consultations with specialists.
How to find one?
Many people find a psychologist through recommendations. However, it’s important to understand that this is not the only criterion for selection. Information about the psychologist, which can be found online, will help in deciding to schedule an initial session. The most reliable way to choose a professional is through registers of psychologists/psychotherapists listed in their respective communities. Certified and highly qualified specialists who meet all professional requirements are usually listed on their organizations’ websites. A psychologist’s involvement in a professional community should be mandatory.
Read social media, browse websites. You can also use online services to find and consult with psychologists. However, even if you’re using a service that promises to find vetted professionals, it’s important to trust your feelings and ensure they meet the formal requirements of a good psychologist.
What questions should you ask a candidate for the role of your psychologist?
- You can ask the psychologist if they have a higher education degree in psychology, which should be at least at the master’s level. Also, inquire about the psychotherapeutic modality the psychologist practices, if that matters to you.
- Ask if the psychologist is a member of a professional association. This is important because it means their qualifications are recognized in the profession.
- What types of problems do they work with? Psychology has specializations, so it’s crucial that the therapist has experience with your specific concern.
- You can ask other questions about their professional practice, such as whether they attend supervision sessions and ongoing training. However, avoid asking about the psychologist’s personal life, as this is irrelevant to your work together.
Feel whether you can trust them because it’s through trusting relationships with your psychologist that your healing will take place.
How to measure the effectiveness of psychological support?
The effectiveness of psychological support can be measured by the changes in your life: increased autonomy, balance, interest, improved relationships, enhanced work performance, and other qualities that are indicators of mental health.
The Employee Support Service is becoming an integral part of corporate life and the company’s culture. A psychologist is one of the most important tools for employees. However, this cannot be handled by just one full-time specialist—no matter how committed they are, it’s hard to cover the wide variety of requests from colleagues. Additionally, a psychologist is also human, and it’s crucial for them to avoid burnout to function effectively.
Lately, even large companies prefer not to hire in-house psychologists; instead, they turn to external providers. Psychological tasks in business are constantly changing, and an external contractor helps reduce risks for the company.
