With 1 in 6 workers experiencing mental health issues at any one time, additional support within the workplace is essential. More companies are realising this need. And those who make positive changes in this area experience heightened staff morale, increased productivity and recruitment costs. These and many other reasons highlight the benefits of supporting mental health at work.
However, despite 69% of UK line managers viewing supporting employee wellbeing as a core skill, only 13% have received training.
As a line manager or team leader, you can begin turning your workplace into an environment that supports mental wellbeing. This can no doubt be amplified with relevant mental health related training. But there are other things you can start to implement the minute you finish reading this blog that will help.
From recognising the behaviours that suggest a looming mental health crisis to the processes that could trigger them. We take you through several things you can do now to support mental health at work.
Watch out for warning signs
Each mental health issue and disorder have some common behaviours but outwardly the behaviours can vary significantly from one person to the next. This can make it hard to spot warning signs until they have reached the point where they are significantly impacting on the individual’s life.
This makes knowing what to look out for essential to supporting your team.
It’s not uncommon for individuals on the verge of a mental health crisis to seem unmotivated, disruptive or even malcontent. But these are also symptoms of many other ailments, so you’d be forgiven for not spotting the connection. It can also just as easily be a disgruntled employee trying to cause disruption.
Taking the time to properly engage with and know your team or employees will make spotting issues a lot easier.
Crisis intervention early on prevents long term absences or disciplinary action since individuals get the support they need sooner. Watching out for warning signs is a small task that can make a huge difference to an employees wellbeing.
Take notice of colleagues who are:
- Making atypical mistakes
- Appearing more tired than usual
- Experiencing a slip in timekeeping or abrupt lack of motivation
- Becoming emotional or short-tempered
- Isolating themselves from others
- Outwardly preoccupied
- Putting off or not performing duties
- Being uncharacteristically chaotic
- Taking on an unmanageable workload
- Absent more frequently from work
- Having unexpected outbursts
- Failing to take care of their appearance or personal hygiene
In many cases, individuals can gradually display symptoms like these over a space of weeks or months. That’s why regular catch up sessions with employees are helpful to spot possible issues.
However, having leaders in your team trained to identify signs of poor mental health can make all the difference. They can effectively intervene and put the individual in contact with the support system they need. Stepping in early on and helping to prevent a full-blown mental health crisis.
Review processes with mental health in mind
While your workplace no doubt has established processes and procedures, it’s wise to review these with mental health in mind. That way, you’re more likely to create a workplace environment that protects and improves mental wellbeing for everyone.
Reassess existing employee benefits and whether they are sufficient for good mental wellbeing. Having evidence-based mental health promotion tools like mindfulness and exercise readily available are also good options to consider implementing. Reviewing how you do things will help you spot areas that present risk to workers. Once these have been identified, you’ll be in a better position to find solutions to company-wide problems.
Regular anonymous staff surveys are also a good method of highlighting potential issues. By asking the people who are directly affected by the company processes, you’re more likely to get a clearer picture.
Having staff trained in mental health support who act as mental health champions is also highly beneficial. Employees who understand the value of good mental health can help implement mental health programmes.
Re-consider your management approach
Management teams particularly need to be trained in supporting mental health. Others will find it easier to acknowledge and openly discuss mental health if company leaders do. This helps make the workplace environment one where mental health is seen as something to be discussed, rather than taboo.
For this to take place, managers should be given opportunities to receive training and have access to HR and occupational health services. This will equip them to support the wellbeing of all staff and employees living with mental health issues or illnesses.
Make it standard procedure for managers to check in with employees informally at work to see how they’re doing. Encourage them to discuss their mental health within review sessions and even offering to become their mentor or coach. This creates ample opportunities to find ways to support employees and build an allied, trusting relationship.
Managers with personal experience of mental health issues or illness are also assets to your company. They can encourage conversations about mental health as they place of understanding.
Have zero tolerance for discrimination
Besides training, watching out for warning signs, reviewing policies and management approaches, addressing discrimination is essential. Treating someone differently due to past or ongoing issues should be as unacceptable as any other form of discrimination or segregation. So let your team know that any judgement or harassment is completely unacceptable.
Encourage whistleblowing and reporting on any personal incidence or discrimination they witness. You can also link your business with employability providers enabling people with mental health problems to join your team. Actively supporting anti-stigma initiatives like Time to Change and Mental Health Awareness Week also sends the right message.
If mental health is considered throughout every process and aspect of your business, it helps keep it top of mind. This allows people within your workplace to feel comfortable discussing, engaging with and disclosing mental health challenges.
If you’re ready to better support mental health at work, we can help. Stonebridge Associated Colleges provide multiple courses aimed at equipping companies with the tools to protect and support mental health in the workplace.
These courses are available for all to study and can be completed online at any time. So if you need your team to work through the materials within set hours of the day, they can.
Receive training in emergency response for mental health in the workplace or mental health in the workplace for managers. These and many others give your team the skills to maintain positive mental wellbeing and retain your valued workforce.
Find out how you can study online to support mental health at work by viewing our mental health courses below.
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