I provide employee counselling services for a number of organisations based in the North East. Part of my work with organisations involves working in-house as the Counsellor for an Occupational Health Company. I have worked with many people who were struggling with the stress and pressures of work and helped them to return to the workplace and remain in the workplace.
- A professional and confidential counselling service for your organisation as and when you need it
- Face to face, telephone and Skype sessions are available depending on the needs of your employee
- Employees can choose to have their appointments in Newcastle, South Shields or Jarrow
If you are enquiring on behalf of an organisation, employee assistance programme, or other agency interested in referring employees for counselling please contact me on 07539 031 145 or firstname.lastname@example.org. The counselling service can be tailored to suit the needs of your organisation. Please ask if there is something specific that you require.
In addition to being a registered member of the British Association of Counselling and Psychotherapy (BACP) I am also a member of the BACP Workplace Counselling Specialist Division. Alongside my counselling work I have previously worked in Human Resources for seven years and I have a Masters Degree in Human Resources Management and Development (with Distinction). I understand the issues facing employees and the benefits of counselling for employees and the organisations they work in.
The Chartered Institute of Personnel and Development (CIPD) Employee Outlook Survey found that 97% of respondents with poor mental health said it affected their work performance as a result of:
· difficulty concentrating (80%)
· taking longer to do tasks (62%)
· more difficulty juggling a number of tasks (57%)
· putting off challenging work (42%)
· being less patient with customers or clients (50%)
· having difficulty making decisions (60%)
· being more likely to get into conflict with others (37%)
· finding it difficult to learn new tasks (33%)
The CIPD’s Absence Management Survey Report (2011) found that stress is the number one cause of long-term absence.
‘‘There is strong evidence from research that counselling can reduce sickness absence by up to 60%’’ (BACP, 2014).
CIPD Factsheet ‘Mental Health in the Workplace’ (2015) ‘‘There’s a strong business case for organisations to promote good physical and good mental health for all staff. Actively promoting staff wellbeing leads to greater staff productivity, morale and retention, and reduced sickness absence’’.
‘‘Organisations find that having a counselling support provision does make financial sense, and there is considerable evidence to demonstrate a positive return on investment for counselling’’ (Personnel Today, 2015).
‘Employers have a duty of care in respect of the people they employ, which also applies to looking after employees’ mental health, however the reasons why organisations need to act now to promote good mental well being and support people who experience poor mental health goes way beyond the legal imperative. Aside from it being the right thing to do in the modern workplace of the twenty-first century, fostering more mentally healthy organisations makes good business sense. The overwhelming majority of people experiencing mental health difficulties who go into work report that it affects their performance (95%), another compelling reason why employers need to understand and support people who are in this situation” (CIPD Employee Outlook Survey Report Findings: Focus on Mental Health in the Workplace, July 2016 )
Almost nine in 10 workers are affected by mental health in some capacity, according to a survey of 2,170 workers conducted by consultancy firm Accenture in 2018. The survey found 66% had personally experienced mental ill-health, and that 85% had someone close to them, such as a family member or close colleague, who had experienced mental health challenges.
Of the respondents who reported they spoke to someone at work about their mental health, three-fifths (61%) confided in a close colleague and 39% chose their line manager as their first point of contact, whereas less than a fifth (15%) said they talked to HR or a wellbeing specialist.
Barbara Harvey, managing director of Accenture Research, said the results showed “very clearly that many workers are still afraid to open up about their mental health challenges in the workplace”. The research also found more than half (57%) of those surveyed said hiding mental health challenges at work had a negative impact on their wellbeing, including feeling stressed, more alone or being less productive.