Future Focus on Well-being and the Role of the Employer Post Covid and Beyond 

A certain stigma still surrounds mental health for some, and there is quite a difference in perception depending on the country and culture. A lack of education and awareness can lead to fear and negative attitudes towards those who suffer from mental health conditions. Addressing the ignorance related to mental well-being requires a supportive environment where individuals feel safe, respected and encouraged to prioritise their mental health. It’s important to let your team know it’s ok not to be ok.

I am usually quite reserved on social media, but the topic of mental well-being and wellness struck a chord in me as I went through a tough time a few months ago. Finally, with a clean bill of health from the doctors, I was advised to see a therapist to deal with my stress-related symptoms. Initially put off by the stigma mentioned above, I persevered and realised being open about how you feel is half the battle won. 

Doing our part in reducing the stigma surrounding mental health in Asia in particular, ChapmanCG invited a select group of close HR contacts in Singapore to discuss “Future focus on Well-being and the role of the Employer post covid and beyond”. Seeing so many HR leaders stepping up to educate themselves and others was heart-warming. 

Key Take Aways

The world is ever-changing – post-Covid will not be the same as pre-Covid, and we need to adapt continuously. Statistics show that most people feel burnt out by work. How do we, as employers, address this? Here are some of the action points we took away from the session. 

• Normalise conversations on mental health to break the stigma. 
• Build well-being into the culture, value proposition, and leadership behaviours to make it sustainable and prioritised.
• Provide a safe, guilt-free space for employees to share their thoughts.
• Create a crisis support framework to start addressing mental well-being at work.
• Start with a pulse survey to gauge how employees are feeling right now.
• Then, customise the framework to suit everyone, ensuring it’s easily accessible. 
• Use the data available to create strategies to educate.
• Be consistent in the policies you are trying to drive. 
• And most importantly – focus on what you would like to achieve with your organisation and workforce, and just get started! Don’t wait until everything is perfectly in place.

Thank you to all our participants for sharing your perspectives and personal journeys. Together we can reduce the stigma and normalise the conversation.

Click here to find out more about past and upcoming ChapmanCG networking opportunities.