How to identify early signs of mental health issues in the workplace
With poor mental health affecting an increasing number of the UK’s working population, it is crucial that businesses address the stigma attached to mental health, adequately support those who are struggling and create an open working culture.
The Hiding in plain sight: mental health in the workplace report is endorsed by Chief Medical Officer and leading occupational mental health consultant, Dr Philip McCrea. Throughout the report, he shares his advice for employers on creating and implementing an effective mental health strategy, and how to spot poor mental health in the workplace.
Key findings from the report
The research details the severity of poor mental health in the workplace, revealing that 42 per cent of employees call in sick claiming a physical illness, when in reality it is a mental health issue.
The report also highlights the need for workplace education and support, with 85 per cent of employees stating that they wouldn’t tell their boss if they were suffering with a mental health issue. This lack of support has led to an average of 8.4 sick days taken each year, per employee, due to poor mental health – causing an increasing strain on the UK’s workforce.
With 69 per cent of employees revealing that they have been impacted by a mental health issue, and 88 per cent believing that work was either the cause or a contributing factor, it is clear that mental health issues are likely to have an impact on an employee’s performance. It is key for management to develop a strategy to support employees who are facing mental illness before performance at work declines, which in turn can impact the business.
Prevention and early intervention, over cure
Our report explores ways that employers can identify early signs of mental health issues in the workplace, and create the early intervention strategies that allow employers to intervene when the first signs present.
Providing a mental health first-aider is just one early intervention measure that can encourage open dialogue surrounding mental health issues. For smaller employers, encouraging your company’s first-aider to train as a mental health first-aider makes good business sense. Mental health first-aiders are becoming increasingly popular because they provide an independent point of contact, removed from the line of function.
Employers should also ensure that managers are adequately trained to identify poor mental health. Increased absence, change in persona, or poor timekeeping, can all be early warning signs of a mental health decline, which line managers are best-placed to spot.
Creating an open culture
Many people are reluctant to discuss mental health issues with their manager, as they fear it could affect promotion, or worry that their peers will judge them. This only reinforces the stigma surrounding mental health issues.
In order to challenge this stigma, workplace culture must be open and supportive, encouraging employees to approach their colleagues or line manager with issues of this nature.
Managers can encourage staff to open up, take regular annual leave, and provide regular internal communications about mental health – all small steps to creating an open company culture.
This report should serve as a wake-up call for employers to introduce adequate measures that support employee mental wellbeing and eradicate the stigma that currently exists in the workplace. By prioritising mental health, employers could see a huge transformation in staff engagement, retention and even productivity. Download the report to read the full findings.
This sponsored article was provided by BHSF.
