August 2024 Volume 6

OPERATIONS & MANAGEMENT

Enhanced Innovation and Adaptability According to the Harvard Business Review, employees who feel their psychological well-being is supported by their employers are 12% more innovative in their work [6]. Manufacturing businesses that neglect the mental well-being of their employees may struggle to adapt to changing market conditions and evolving technologies. A mentally healthy employee is more likely to embrace change and innovation, as they are better equipped to cope with stress and uncertainty. Additionally, employees who feel secure and valued are more likely to contribute fresh ideas and engage in continuous improvement initiatives, which are essential in main taining competitiveness in the manufacturing sector. Positive Reputation Companies in any industry with a reputation for prioritizing mental health are often viewed more favorably by the public, customers, and potential employees. A positive reputation can be a powerful tool for attracting and retaining talent, as well as for winning the trust and loyalty of customers. It can also foster stronger relationships with stakeholders and partners, which can lead to business growth and opportunities. A survey by Deloitte reveals that 89% of respondents believe that companies that invest in employee well-being are more likely to be successful and reputable in the eyes of the public [3]. Simple Things We Can Do According to the Harvard Business Review “Mental Health at Work Report” the most desired workplace mental health resource was a more open and accepting culture, clearer information about where to go or whom to ask for support, and training [4]. There are a few easy ways that a company can show that they are committed to supporting their employees and their mental health: Training: Prioritize proactive and preventative workplace training for leaders, managers, and employees. If you don’t have the budget to invest in training, mental health employee resource groups are a low-cost way to increase awareness, build community, and offer peer support. Policies and Practices: You might need to look at the company’s rules and norms around hours, time off, communication methods, and so on. Explore using performance reviews as opportunities for compassionate and constructive feedback and learning from employees. Accountability: Leading by example and taking accountability is a great way to ensure you are building a comfortable and open work environment where employees feel safe expressing their mental health concerns and needs. C-Suite and leadership are not immune to the stresses and mental health concerns that their team may also be expe riencing. Keep a pulse on the environment and the overall demeanor of those around you. And take direct employee input as a way to shape new programs or policies.

Summary The importance of mental health and mental health support in the forging industry cannot be overstated. Often it is a difficult subject to broach and people may fear being stigmatized or judged for vocal izing their issues. To spite the discomfort, it is important to talk about. Prioritizing the psychological well-being of employees should not just feel like a moral obligation; it is a strategic imperative. In a field known for its emphasis on efficiency, strength, and resilience, recog nizing the importance of mental health is a critical step towards building a stronger, more successful, and socially responsible future for our industry.

Angela Gibian is the Deputy Chief Executive of the Forging Industry Association (FIA) and the Executive Director of the Forging Foundation (FIERF) She is also the Managing Editor of FIA Magazine. She can be reached by email at angela@forging.org or by phone at 216-781-6260.

References: [1] Wulsin, L., Alterman, T., Bushnell, P. T., et al. (2014). "Preva lence rates for depression by industry: a claims database analysis." Soc Psychiatry Psychiatr Epidemiol, 49, 1805–1821. [2] Chodavadia, P., et al. (2023). "Prevalence and economic burden of depression and anxiety symptoms among Singaporean adults": results from a 2022 web panel. BMC Psychiatry. [3] Hatfield, Silverglate, Fisher (2023) Deloitte Insights. The C-suite’s Role in Well-Being. [4] Mind Share Partners’; Qualtrics XM “2023 Mental Health at Work Report” [5] The American Institute of Stress (2023) “Digesting the Statistics of Workplace Stress.” Stress.org [6] K. Greenwood, J. Anas (2021) Harvard Business Review “It’s a New Era for Mental Health at Work”

FIA MAGAZINE | AUGUST 2024 49