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Your employees' mental health has never needed so much attention. If you think that sounds 'soft', then the numbers might make you think twice. Research shows that a whopping 70% of absenteeism is down to mental issues. And that the loss of productivity among employees who are struggling with their mental health can amount to up to 75%.

Most people would find it difficult to talk about work stress. Nevertheless, doing so is important, since it can reduce the risk of mental issues and even burnout. Work stress is not necessarily negative – it can help you take action and achieve good results. But if it goes on for too long and there is little room for relaxation, it becomes unhealthy. Talking to someone about it can help you learn to convert stress into positive energy.

It is not always easy for employees to talk openly about personal problems at work. For example, if someone is lonely, it can lead to all kinds of negative feelings, such as stress, anxiety or depression. It can be very challenging to talk about this with your employer. So, how do you deal with this as an employer, in order to prevent reduced productivity or even downtime?

Research shows that a whopping 70% of absenteeism is about mental issues. And that the opportunity to open up can solve a lot of problems. For example, a sympathetic ear triggers your body to produce chemicals that make you feel better. That is why using a coach with whom the employee can blow off steam can work wonders.

Whether an employer pays attention to the mental well-being of employees really matters to more than 70% of job applicants. Approximately 80% of the people who are already employed will stay longer with an employer who offers mental support. I think employers would be wise to take these figures into account.

It is important that employers communicate properly with their employees. Nevertheless, many employers are somehow hesitant when it comes to having difficult conversations, for example about mental health, conflicts with colleagues, undesirable behaviour or personal problems.

'Employees can only develop and maintain resilience if they work in a resilient corporate culture that prevents chronic stress,' I recently read in a newsletter from the Medisch Contact journal. In other words, the mental resilience of employees is a shared responsibility between the employer and the employee. Let's explore this in more detail.