According to the latest National Health and Morbidity Survey, every 3 in 10 adults aged 16 years and above in Malaysia suffer from some form of mental health issues.
Anxiety and depression are the most common mental health problems which are often a reaction to a difficult life event, such as bereavement, but can also be caused by work-related issues. In this interview, Mr. Koo Chee Min, the Chief Human Resource Officer of MCIS Life shared how mental health issues can be handled appropriately in the workplace.
Do you think mental health in the workplace is important? Why?
Understanding the impact of mental health in a workplace is of utmost importance as this leads to a positive impact on the company/organization’s performance. When a company/organization does not address mental health in their workplace, it would cause them to lose a substantial amount of money annually in absenteeism (absence from work) and presenteeism (reduced productivity at work).
Many employees are experiencing worry, anxiety, and stress about Covid-19. What can companies do to alleviate this?
We are going through an unprecedented time of change and uncertainty. We can expect to see employees facing high levels of anxiety around the potential impact of the virus such as the fear of becoming ill or family members being infected with the virus, not forgetting the psychosocial and economic impact that comes with it that can take its toll on their mental health. Yes, employees have, in fact, provided feedback on their worries about Covid19, which is why at MCIS Life, we have changed one of our initial initiative where we allowed employees of any rank to have a one-to-one coffee session with the Chief Human Resource Officer. This approach to workplace counselling during Covid-19 allows our staff to share their feelings and emotions, and we will continue to do this even after Covid-19.
Employees are looking for guidance on what to do, what to expect, and how to act. Thus, calm and trustworthy leadership is important. How is visible leadership demonstrated?
As a matter of corporate culture, at MCIS Life, our CEO has breakfast sessions to connect with all levels of staff, town hall sessions are held for staff to interact with the senior management team, and every division takes part to host festival events to network on a social basis with employees. These are only some of the examples of how the leadership team at MCIS Life remains consistently visible, ready to listen, to coach, and be with employees throughout their careers with the company. We take pride in making the workplace a support system that employees can count on when facing challenging situations in life.
It is known that management and supervisor support is a well-established protective factor that mitigates the impact of psychosocial hazards on employee health. How is this practiced?
The management team of MCIS Life practices an open-door policy and encourages all levels of staff to come forward whenever they need help, even if this concerns aspects of their personal life. We remain committed to being a reliable partner by opening an avenue for them to be heard and supported, which are critical for mental health and wellbeing. Heads of Divisions hold weekly meetings via web conferences, phone or face-to-face with staff to check on staff’s overall wellbeing. The HR team has close rapport and communication with the entire workforce, and we do actively communicate via email on safety measures at home and the workplace, outside of the Covid-19 situation at large. Our employees are always reminded that the HR team is their partner who can assist them with advice and counselling if they require such support.
Are they any specific issues in MCIS Life that have affected the mental health of an employee? How did MCIS Life address this?
The issues are generally related to physical and relationship challenges that affect the mental health of individual employees. Our line managers and management team proactively reach out to the affected staff and strive to assist them on a case-by-case basis as confidentiality and an individualized approach in handling these situations are key.
How does MCIS Life measure the mental health of the employees?
We conduct a periodic survey to gauge both the physical and mental health of our employees. Feedback from line managers is an additional strong measurement to understand employees’ mental health. For instance, a staff member was generally overly concerned about contracting the virus at the start of the pandemic and the HR team never stopped educating and guiding employees on safety for themselves and others to counter such fears.
What are the resources made available to help employees with mental health in MCIS Life?
There is a practice in place currently: an employee approaches the Head of Division, thereafter, it is escalated to me as the Chief Human Resource Officer as I am trained as a volunteer counsellor in a non-profit organization. I then evaluate the case and if there is a need to further escalate the case, a licensed counsellor will be contacted to manage the case.
What are some ways to create a healthier workplace?
People make the biggest difference. Having a management leader with basic counselling skills that encompasses emphatic listening, unconditional positive regard, and non-judgmental attitude creates a stronger support system that will strengthen the continuous care and respect. This helps form an essential part of a mentally healthier workplace.
Interview with Mr. Koo Chee Min
Chief Human Resource Officer of MCIS Life
