How to create a culture that supports mental wellbeing in the workplace
Line managers
Line managers can help influence the tone and culture of an organisation. They have day-to-day contact with a number of employees, so are in a perfect position to support positive mental health behaviours, but they can also be an inhibitor.
Without the right skills, knowledge, training and experience, line managers can struggle to know how to have a conversation about mental wellbeing, or how to help if an employee discusses their concerns. If they’re not equipped with the right training, it’s no surprise when they lack the confidence to help.
Mental health training
Mental health training for line managers can be a great benefit to the whole organisation – giving managers much-needed confidence, providing a source of support to staff, and helping to build resilience for the company. Training can include the fundamentals about workplace mental health and the role line-managers can play in supporting mental wellbeing. For instance, the link between physical and mental health, the causes and triggers of workplace mental ill-health, the impact on performance, and how to spot the signs and symptoms of stress.
Fear of what to do if an employee raises a mental health concern can stop managers from pursuing a conversation about it. But training can help develop managers’ confidence, and provide the knowledge of how and where to signpost employees who need support.
Mental health training for line managers can be a great enabler for a business. A line manager without such training can be an inhibitor to good mental health behaviours; with training, a company can be transformed.
Environment
In our digital age many of us can access work emails 24/7. An increasing number may be guilty of working long hours, not taking lunch or coffee breaks, or even not taking our full annual leave entitlement. Employers have also become more aware of ‘presenteeism’ – where employees still go to work when ill.
This kind of environment is not conducive to good mental health.
Flexibility
While the digital age may tie us to our phones, where possible, it can also free us from our desks. Hot-desking, agile working and working from home are increasing in popularity – taking away the pressure of the rush-hour commute can be a great support to many. Giving people the freedom to work in a different environment can be a great de-compressor. And encouraging regular breaks can allow the shoulders to relax and de-hunch, so setting up a break-out space for people can be a great place to start.
Being able to see people sat at their desk physically is not an indicator of high productivity. In contrast, creating an environment that encourages some freedom can increase employees’ output, as well as be a great support to their mental wellbeing.
Providing employee benefits can also support a healthy work/life balance. This might include offering flexible working hours, providing healthy snacks such as fresh-fruit days, providing access to an Employee Assistance Programme that can provide support for a range of topics from dealing with stress to budgeting for a holiday. There are a number of different ways to support your staff. The important thing is to tailor your benefits to their needs – then the benefits are more likely to be taken up.
Culture
The culture of a company is largely set at the top, and it cascades down. A senior management team that doesn’t support a work/life balance, and doesn’t encourage the ‘whole’ person to come to work – but just wants to see the part that produces work – is one that isn’t conducive to a good mental health environment.
Lead by example
Employees will take their lead from senior management, so it’s important to lead by example and exhibit positive leadership behaviours. In practice there are a number of ways to do this.
Taking lunch breaks, not working overly long hours on a regular basis, not emailing out of hours, all set a positive example. And it’s important that such working practices are encouraged in staff too.
Rather than seeing chatting as a waste of time, it’s important not to frown upon some informal chats between staff. This can help build trust and forge relationships, and it widens the net of who an employee can approach if they need support. It can also form the framework to set up a ‘buddy’ system, similar to that used by the armed forces, where an employee always has someone to turn to.
Companies that enable people to talk about their mental health, and actively support good mental health behaviours, will be the long-term winners.
Putting mental health on the agenda
What gets measured gets done. Key Performance Indicators (KPIs) are regularly set to measure performance and output, and this often forms the basis of yearly appraisals. When mental health isn’t on the agenda, there is no guidance as to what good mental health behaviour is, or the value that a company places on it.
Setting targets
Just as KPIs are set for other areas of work, it is a great idea to set them for mental health too. It’s important to regularly check on wellbeing, not just on other work objectives. Good mental health practice and successes can be recognised and rewarded.
As a company or department you can generate health and wellbeing plans. The more involvement there is from employees, the more the engagement. The link between physical health and mental health is increasingly recognised, so it’s a good idea to combine both in a wellbeing plan. Physical health plans could include setting up inter-departmental challenges such as fun runs, setting goals for gym attendance or agreeing to learn a new sport. Mental health plans could include ensuring regular breaks are taken, utilising mindfulness apps, taking up meditation and introducing employee surveys that ask specific questions around mood and mental health.
When mental health is a standard item on the agenda it becomes normalised. When it’s normalised, people are naturally more willing to talk about it. The more supportive the culture, the more positive the impact on mental wellbeing.
Find out more
We hope these give you some good pointers on how to start building a culture that supports mental health. To find out more, download our Red Report: Mental Health in the Workplace: Challenges and Solutions.
This article was provided by Legal & General.
In partnership with Legal & General
One of the UK's leading group protection providers with over 85 years' experience.
