HR 洞察 • 9 分钟阅读
如何支持职场心理健康
APR 16, 2026
职场心理健康既是业务问题，也是个人问题。以下是 HR 和一线经理可以做什么来创建支持性环境。
The scale of the challenge
Mental health conditions are among the leading causes of long-term absence in most developed economies. In the UK, MIND estimates that one in four people will experience a mental health problem in any given year. The cost to employers includes lost productivity, increased absence, higher turnover, and the direct cost of occupational health support. Beyond the financial case, organisations have a moral responsibility to avoid causing harm and to support employees who are struggling.
建立开放文化
The most important thing an organisation can do is create an environment where mental health can be discussed openly without stigma. This starts with leaders sharing their own experiences (where they are comfortable doing so), normalising conversations about stress and workload, and ensuring that employees who disclose mental health struggles receive support rather than judgment. Training for all managers on how to have sensitive conversations is essential.
实用支持机制
确保员工知道自己可获得哪些支持：员工援助计划（EAP）提供免费、保密的咨询；接受过培训的心理健康急救员负责倾听和指引；复杂案例可转介职业健康；以及为管理心理健康状况的员工提供弹性工作调整。让这些信息显而易见，而不是埋在政策文件中。
经理能力是关键杠杆
一线经理是职场心理健康挑战的第一响应者。他们最有可能注意到员工行为、生产力或出勤的变化。然而，许多经理觉得自己没有能力进行心理健康对话。投资培训，让经理有信心去发现、接近并支持可能正在挣扎的员工，并取消要求他们自行诊断或治疗的期望。
