IMPLEMENTATION OF MENTAL HEALTH PROMOTION STRATEGIES IN ORGANIZATIONS – THE IGLO MODEL AND ITS SIGNIFICANCE

Abstract

The article explores the implementation of mental health promotion strategies in organizations, focusing on the IGLO model – a comprehensive framework addressing interventions at the Individual, Group, Leader, and Organization levels. The growing importance of employee mental health is underscored by global trends, such as increased workplace demands and the impact of the COVID-19 pandemic, which have heightened awareness of mental well-being as a critical factor for organizational success. The IGLO model advocates a multilevel approach: at the individual level, it emphasizes resilience and stress management; at the group level, it promotes teamwork and communication; at the leader level, it focuses on empathetic management and supportive leadership; and at the organizational level, it encourages strategic changes like flexible work arrangements and well-being programs. The article provides real-world examples, such as Deloitte’s mindfulness initiatives, LEGO’s team workshops, Microsoft’s empathy training for leaders, and Unilever’s Lamplighter program, illustrating the model’s practical application. The significance of mental health for organizations is highlighted through its positive effects on productivity, employee retention, and organizational culture. Investments in mental health yield substantial economic returns, with studies showing a return on investment (ROI) ranging from 1:2.5 to 1:5. Preventive measures reduce absenteeism and enhance organizational attractiveness to talent, while fostering a supportive environment increases motivation and engagement. Practical recommendations include regular measurement of employee satisfaction using digital platforms, scaling well-being through indices and assistance programs, and continuous evaluation of implemented strategies. The article presents a case study of Česká spořitelna, a Czech bank that successfully implemented a comprehensive mental health support strategy, resulting in a 30% reduction in absenteeism, a 25% increase in employee satisfaction, and a 15% rise in job applications, with an ROI of 1:2.5. The discussion acknowledges challenges such as resistance to change and the need for data privacy, while emphasizing the necessity of a holistic, adaptive approach. The article concludes that supporting employee mental health is both an ethical obligation and a strategic imperative, essential for long-term organizational sustainability and competitiveness in a rapidly evolving work environment.