How Can I Help? (to improve Mental Health in the Workplace)

Mental Health in the WorkPlace has hit the news again this week, with The Duke of Cambridge talking on this subject to employers and employees from a range of British businesses.

I wrote a blog post on this subject back in May, but it bears repeating as there are things we can all be doing to help people cope.  Employers, in particular, can make small changes which will have a huge impact.  And why wouldn’t you, when it can also have a huge and beneficial impact on productivity and costs in your Organisation?

What can an employer do to improve mental health in the workplace?

Any organisation can – and should -create a Mental Health plan and then follow it and communicate it to all employees.  Here are some suggestions to help you to improve the mental health of your employees  and to combat mental health issues at work:

  • Create an open atmosphere where people feel they can talk about such issues. You can do this by making employees aware of what help is available and where they can access it. Facilitate open discussions amongst employees.
  • Ensure you offer enough breaks from work and make sure people take them. When we get engrossed in a piece of work, it is easy to skip lunch, or work late. But this can be counter-productive and lead to other problems.  Make sure people take regular breaks from work and have a change of scene.  Try and encourage a good work-life balance – and LEAD BY EXAMPLE.  If people see you working all hours and not taking breaks, they will follow your lead as they will think that is what you expect of them as well.
  • Try and give people interesting, varied work which they can excel at. This will increase their sense of worth and happiness at work.
  • Praising people when they do well, exciting them about challenges and opportunities, recognising them when they do well. All of these will help to prevent mental health problems from occurring in the first place. 

Supporting those with Mental Health issues

  • Think about appointing some Mental Health “First Aiders” or mentors.  They can act as a first port of call when somebody is in urgent need of support. As well as urgent issues, they can provide support and mentoring to those who have issues but feel they cannot approach you or their manager.  You would need to train these people, but it would be an investment well worth making.
  • If you manage people, or have line managers who support teams, then train the managers to recognise mental health problems and in how to manage such conversations.
  • The Mental Health Foundation provides a series of guides about dealing with mental health problems. You  can download these at no cost. Or you could order some paper copies to keep in the workplace for anyone who needs them.
  • If someone does disclose that they have a mental health problem, it could be made worse by other things.  Things such as money worries, fear of losing job, fear of taking time off, fear of talking about it. Investigate gently with the individual  – there might be something you can do to help with those concerns.
  • Offer access to a counselling service or at least a helpline.
  • If possible, provide a telephone in a private area, where an employee can ring a helpline or contact a charity for some help in an urgent situation.
  • Many Mental Health charities can provide support to you and your employees. Investigate the options which work for you and your company and provide details to your employees.  Provide a list of those charities to any employee who discloses they have a mental health issue.  There is a huge amount of help available for those who need it.

 

If you think this article is useful and you would like more advice on dealing with this  -or any other people-related issue in your business – please join our mailing list, or contact us for further guidance.

 

Good People Managers – Top Tips from JMA HR

Setting a good example

When you are a people manager, others will take their lead from you and follow your example – so make sure you set a good one!   They will copy all your bad habits and characteristics as well as the good ones.  If you stay working until all hours, that is what they will think you expect of them as well.  If you come into work, even when you are feeling lousy, then they will think that is what they need to do as well.

So be enthusiastic about your goals and vision and bring your team along with you.

Show you care

One of the best people managers I have ever known made the effort to visit each member of her team (sometimes virtually, by email or text) and check in with them each day.  That simple gesture – sometimes nothing more than “Good Morning, how are you today?”- endeared her to her team and gave them a chance to raise with her anything which might be bothering them.  It showed she cared about them.

Don’t give out blame or shame

Even when there are disasters – and there always are some – there is always something positive to latch onto.  That is much more healthy than pointing a finger.  Find out what happened and why – that way you can prevent a recurrence. Even if you feel blame is justified, it is rarely helpful to point it out.  How you react can make your team love you or can damage your working relationships for ever – it is your choice.

Be Transparent

Share as much as you can about the vision, goals and direction of the company.  And do it regularly.  Celebrate when things go well and thank people.  Share the bad news, as well.  Your team deserves to know how things stand, and if they feel trusted they will put in the effort to help you recover.

Listen and learn

Communication is a two way street and you need to be able to listen to your team and hear their concerns, frustrations and share their achievements.  People need to feel they can raise anything with you, without fear.  If they can’t talk to you, they will gossip with others and the truth will get garbled.  Communicating in person with them will help them feel valued.  Ask them what they want – they might surprise you.

Invest some time in helping your employees to grow

Invest some time and effort in helping your employees to grow.  You will reap the benefits and they will thank you for it.

Help them to get promoted.   They will stay longer and the Company will benefit.

Set them free and they will fly high

There is no need to micromanage everything and everyone.  When you empower others, give them space and allow them autonomy, then they will surprise you with their achievements. If you are not flexible, they will not trust you and they will become demotivated.

If you let them know they are valued and you trust them, they will soon be reaching for the stars.

Be good at what you do, but even more be a good people manager

People are often promoted to management positions because they have good technical skills.  Which is great.  Your team will be able to use your skills as a point of reference.

But even more important are the “soft” skills which enable you to be a good people manager.  These are the skills which you may not already have when you become a manager.  The good news is that they can be learnt.

The key message for now is that you need to learn them, fast.

If you think this article is useful and you would like more advice on dealing with this  -or any other people-related issue in your business – please join our mailing list, or contact us for further guidance.