Businesses are only as strong as the people they employ. Therefore, each workplace must do all it can to properly support its workforce. Mental wellbeing is an important aspect of this so, as an employer, you need to know how to support mental health at work.
You no doubt have processes, systems and a workplace culture that values the importance of workplace health and safety. However many businesses overlook mental health in the workplace as something to be monitored and supported.
By supporting your employee’s mental wellbeing, you’ll reap the benefits of improved morale, loyalty, commitment and innovation. It can also improve productivity by up to 12%, which can positively impact profitability overall.
We all have mental health just like we have physical health and just like physical health, it needs to be maintained. So, workplace systems and cultures need to be flexible to support these fluctuations as employee circumstances change. Helping those with existing and enduring mental illness. As well as supporting others who may be at risk of a looming mental health crisis.
Find out the changes you can make to create a workplace environment that enables everyone to thrive.
Discuss Mental Health Openly
Mental health issues and enduring illnesses can be aggravated or brought on by workplace stress. Since work is a place most people spend the majority of their time, the likelihood of it triggering an episode can be high.
One of the common challenges is feeling like we can’t be honest with colleagues and managers about our mental state. So, one of the first things you need to do is have an open dialogue about mental health.
Establishing a positive culture that removes the fear of discussing mental health encourages employees to voice their concerns. Individuals with mental health illnesses often comment on concerns of being judged or their challenges effecting their job security.
A great way to open up a dialogue is talking about your own personal experiences with mental health. If applicable, have other managers and senior members of the team do the same. You could also get guest speakers in to talk about their experiences and share techniques for mental resilience. All of these methods will help to send the message that work is a safe place for employees to seek help.
You can keep this dialogue open by embedding conversations about mental health in regular one-to-ones and team conversations. Normalising the topic at every opportunity and praising those who are honest and transparent. This will help routinely monitor employee wellbeing throughout the business.
Review Current Processes
You’ll already have systems in place to check employee performance and satisfaction. But reviewing these with mental health in mind can help you paint a more detailed picture of your workforce.
This doesn’t require a complete overhaul of the system. Instead, you can adjust your current policies and processes accordingly to more effectively capture this important information. Some areas to consider are:
- Make sure mental wellbeing is incorporated in other policies relating to staff wellbeing. For example, health and safety, contracted hours, sickness absence and return-to-work.
- Revise performance and change management, disciplinary, recruitment and redundancy procedures to account for their impact on mental wellbeing.
- Recognise that employee performance and behaviour can be affected as a result of poor mental health. And exploring all support options before going ahead with formal action.
- Reassess bullying, equality, diversity, harassment and inclusion policies to make sure they reference mental health.
- Ensure employee engagement and personal development processes recognise the importance of these areas in maintaining employee mental wellbeing.
- Establish policies that are focussed on how the business supports wellbeing and manages stress. Making clear how it plans to overcome the causes of work-related mental health issues. And the ways it will support employees experiencing mental health issues and enduring disorders.
Reassess Satisfaction Surveys and Benefits
Another way to establish and resolve triggers or gaps in workplace mental health support is by asking your team. Satisfaction surveys are a great tool to help you understand what is affecting staff wellbeing. If you have one already, it likely asks about leadership and management, company communication, their workload and personal development opportunities. Though it may not ask how these issues affect their mental health. Or any other specific questions related to their mental health for that matter.
Putting these questions to staff can help shed light on areas you haven’t considered as potential triggers or causes. You can also ask them what they would like you to review or include regarding mental health support. Which could also provide useful insight and ideas.
A good example of a modified approach to workplace mental health support is swapping the benefits employees receive. Some businesses want to treat their employees with free food and drinks, games rooms and shopping discounts. And while these are no doubt enjoyable rewards, they may not cater to their more profound needs.
Paid time off, flexible working hours and complimentary counselling sessions are all becoming more widely adopted as employee benefits. They all help employees to manage their busy lives, have a more positive work/life balance and provide space to work through their issues.
Try to think about rewards that help make your employees lives less stressful. Again, asking them what would be beneficial is a great place to start.
Study Mental Health Support
Aside from improving systems and workplace culture, you can get specific skills, knowledge and support tools through targeted training.
Now, there are many courses available to help you support your employee’s mental wellbeing. From Mental Health in the Workplace for Managers, Emergency Response to Mental Health First Aid and Advocacy in the Workplace.
You’ll learn how to identify problem areas and help people overcome their struggles. Gaining an understanding of the support systems available for various mental health issues so you’re able to advise accordingly.
Support Mental Health at Work with an online course
It’s the responsibility of employers, employees and the business collectively to create a work environment that allows everyone to thrive.
One of the best ways to do this is through online courses. That way, the workforce can study online at a time that suits, in hours set aside for workplace development.
Online courses are flexible ways to gain skills and qualifications and evidence your workplace’s commitment to mental wellbeing.
What’s more, there are flexible payment methods available to spread the cost and learners are supported by professional tutors.
Stonebridge Associated Colleges is the UK leading distance learning provider. With a host of mental health related courses to help you and your team effectively support mental health at work.
Find out more about the many options available by viewing the mental health courses we provide below.
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