28 Jan 2019

Essential components of a mental health support toolkit

As an industry, HR has made huge strides forward in mental health support at work, and many organisations have impressive wellbeing offerings. No one is arguing that we are ignoring this (very real) issue. The 2018 Mental Health at Work Report1 shows positive change. Since 2016, the amount of mental health training at work has increased to 30 per cent. The number of managers who acknowledge employee wellbeing as their responsibility has increased by almost 10 per cent. But this progress is slow, and it seems the conversation is only just starting.

Despite these improvements, 46 per cent of employees still feel uncomfortable talking about mental health issues in the workplace and only six per cent² of organisations have a standalone mental health policy. With mounting evidence that mental ill-health contributes considerably to absence at work, it’s clear this change needs to speed up.

While there are countless tools and guides designed to assist workplace understanding of mental health, many employers simply don’t have the time to find the scattered information. Compiled below is a collection of the essential technology, communication techniques and methodology to create your mental health support kit.

Essential Apps

These days, there’s an app for everything. Wellbeing technology is an overwhelmingly popular trend, and for good reason – people struggling with their mental health may not feel able to speak to people face-to-face. For others who struggle every day, gentle reminders or daily check-ins from an app can be great wellness techniques.

Coping apps – Coping apps can be brilliant for those in a rough patch, or dealing with regular down periods as part of a wider condition. Apps like Calm Harm provides healthy coping mechanisms when someone is triggered to self-harm or abuse substances. Daily Calm and dozens of similar apps provide guided meditation and relaxing soundscapes to use as needed or build into everyday routines.
Mood-tracking apps – Mood-tracking is a great way to maintain overall wellness and good mental health, whether you suffer with mental illness or not. Pacifica and Moodpath allow you to track your mood – keeping a record of mood-swings, patterns or general behaviour. This track record can provide a positive reminder that someone will feel better after a bad episode, or can show evidence that someone needs help when they are unable to notice changes themselves.
Online therapy services – While face-to-face therapy is fantastic, waiting lists can be months long. Services like Better Help and talkspace provide online counselling from licensed therapists and sessions can take place on your own schedule, via phone, live chat or video. This can be an invaluable option for those who are unable to attend in-person sessions.

Essential Practices

Apps are a great offering to support struggling employees and overall wellbeing, but employers can go deeper with company attitudes and general practices.

Mental health first aid – Considering one-in-three of the UK workforce is diagnosed with a mental health condition, it’s likely most managers will be responsible for someone dealing with mental illness. Yet only 30 per cent1 of line managers have taken part in mental health training. Even a cursory glance at LinkedIn will provide a wealth of training programmes if you’re unsure where to begin. The minor investment in a half-day of mental health workshops or first aid training is invaluable, and a time-efficient option to improve how you deal with mental health face-on. For those who may be cynical about the value of mental first aiders in the workplace, it’s important to be clear that these aren’t designed to replace expert medical advisors, but they are proven to encourage a culture of openness surrounding mental health and increase the chances of employees getting the support they need, as early as possible.
A mental health policy – This isn’t about adding yet another document to your stable of primarily-unread policies; but it is about having a consistent, well-rounded and fair approach to supporting employees with their mental health. Think about your stance on absence due to mental health (both long and short term), the training you will seek to provide, and any help which is available. Ensure this is fully conveyed to both managers and employees. One example of great workplace advocacy is construction company Lendlease, who offer employees ‘Wellness Days’ to take off every quarter for focus on their wellbeing. Demonstrate to employees that they won’t be penalised for seeking the help that they need.
Flexible working – Flexible working has benefits for both employer and employees, and is, quite simply, the future of work. An employee’s working pattern can have a significant impact on their mental health – for better or for worse – with a knock-on impact on productivity and output. Consider proacting to give employees the option to cut down their hours, work from home, or re-adjust their schedule, enabling them to find a working pattern that works for them. Maybe that’s working late and taking an extra day off, coming in later and/or going home earlier. Studies across multiple continents show lack of sleep caused by work patterns can significantly impair employee productivity, costing the economy up to $11 billion a year! The introduction of flexible working can not only remove the likelihood of employees missing work due to mental health issues, but will likely also increase productivity.

Support can make a big impact

From reduced absence levels to improved productivity, mental health support at work is beneficial to both employers and employees. It builds on existing safety policies and is a solid foundation for further wellbeing initiatives. Many HR teams and managers see their people fighting poor mental health every day, but simply do not have the experience or knowledge to help. With the right resources, employers can create a safe space at work to make a tangible difference.

Implementing even one of these suggestions can have huge impact on employees who are struggling and feel otherwise alone. Organisations are responsible for providing an environment where employees can maintain positive mental health with ease. While we cannot cure mental illness, all employers can ensure they offer support that is not just reactive, but proactive.

If we do nothing else when it comes to mental health, arguably the most valuable thing any of us can do is to start to talk openly about it. Mental health isn’t something which is restricted to a small group of individuals. In the same way all of us experience peaks and troughs in our physical health, the same is true of our mental health. It is disingenuous of anyone to suggest otherwise. Organisational leaders; line managers; HR professionals; employees. We all have a responsibility to create a culture of openness regarding mental health. Talking about it is the first step to getting us there.

The author is Kathryn Kendall, Chief People Officer, Benefex.

This article is provided by Benefex.

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