How Managers can support employees mental health at work

Currently, one in six employees struggles with mental health challenges, such as anxiety, depression, or stress. These issues can make it difficult for individuals to perform well in the workplace.

 

Organisations tend to excel when their workforce remains healthy, motivated, and focused. Forward-thinking employers must actively help employees facing mental health difficulties in being able to manage their mental well-being efficiently. The level of support offered by employers plays a crucial role in determining how effectively individuals can regain their performance and mental well-being.

 

Supporting individuals dealing with mental health issues not only ensures the retention of valuable staff members but also sends a powerful message about an organisation's core values. All employees should witness their organisation's commitment to its values and its treatment of its employees. Organisations that provide support to their staff will gain loyalty and commitment from their entire workforce.

 

In line with World Mental Health Day, we wanted to outline ways managers can support employees struggling with mental health in the workplace.

 

Create a supportive atmosphere

Recognising the significance of both mental and physical well-being is important for any responsible employer. It's not enough to just focus on physical health; mental health deserves equal attention and consideration within the workplace.

 

To foster a workplace environment that values and promotes mental health, it is important that managers create a culture where employees feel not only safe but also encouraged to openly discuss their mental health concerns.

 

In order to reach this goal, it is recommended to explore and implement various strategies, which are:

Regular Meetings for Open Dialogue: Establish a practice of regular meetings between employees and their managers. These meetings serve as a dedicated platform for individuals to discuss any challenges they might be facing, whether related to their job, work-life balance, or mental well-being. Encourage open and honest conversations during these sessions.

 

Mental Health Awareness Initiatives: Proactively promote positive mental health within your organisation by initiating mental health awareness programs. These could include workshops, seminars, or training sessions that educate employees about the importance of mental well-being, how to recognise signs of stress, and strategies for coping with stress, anxiety, and depression. Such initiatives not only educate but also reduce the stigma surrounding mental health.

 

Mental Health 'Champions': Consider appointing mental health 'champions' within your workplace. These individuals can be specially trained to provide support, information, and guidance to their colleagues who may be experiencing mental health challenges. Having designated champions creates a peer support network that can make it easier for employees to seek help and feel understood.

 

Accessible Resources: Ensure that employees have access to resources related to mental health support, whether it's through employee assistance programs, mental health hotlines, or online resources. Make information readily available and easily accessible to all staff members.

 

Be vulnerable

To break the stigma around mental health, it's vital for people, especially those in charge, to talk about their own struggles. When leaders openly share their mental health experiences, it makes it easier for their employees to do the same. This helps create a workplace where everyone can support each other and feel better.

 

Modelling healthy behaviours

It's not enough to just talk about supporting mental health; you should lead by example. Show your team that it's okay to take care of themselves and establish boundaries. Sometimes, managers get so caught up in looking after their team and completing tasks that they neglect their own well-being. Share with your team when you're going for a midday walk, attending a therapy session, or taking annual leave (and genuinely disconnecting from work emails) to prevent burnout.

 

How to act when an employee talks to you about their mental health

Knowing how to approach and communicate with an employee facing mental health challenges might appear challenging.

As an employer, if you suspect that an employee is struggling with their mental health, it's crucial to arrange a conversation as soon as they feel comfortable and ready to talk. During this conversation, keep the following in mind:

Privacy Matters: Ensure that the discussion takes place in a private setting where the employee feels comfortable and safe to share.

 

Flexibility Is Key: Be flexible regarding the timing and location of the conversation, accommodating the employee's preferences as much as possible.

 

A Supportive Approach: Approach the conversation with a positive and supportive tone, emphasizing your concern for their well-being.

 

It's essential to be aware of the resources and support available to offer the employee. Consider providing information and guidance on:

 

Employee Assistance Program (EAP): Mention the availability of an EAP that offers counseling services to staff members, underscoring its confidentiality and accessibility.

 

Human Resources 'Drop-In' Sessions: Inform the employee about the option to attend 'drop-in' sessions with a Human Resources representative, where they can discuss any work-related concerns or issues.

 

Third-Party Support: Offer the possibility of engaging with a third party, such as a mental health professional or counselor, to help the employee address their mental health challenges.

 

By being proactive, empathetic, and well-prepared in your approach, you can create an environment in which employees feel supported and encouraged to seek the assistance they need for their mental health. This not only benefits the individual but also contributes to a healthier and more productive workplace overall.