How to promote positive mental health in the workplace
A report from mental health charity Mind reveals that one in five people felt they couldn’t tell their manager if they were overly stressed at work, while a further poll showed that less than half of people diagnosed with a mental health problem had told their manager.
So how can employers send a clear signal to staff that mental health matters to them and begin to create workplaces where employees suffering from mental health issues can thrive, not just survive?
First steps to a thriving workforce
An effective mental health and wellbeing strategy is one that not only has support from senior leaders and HR, but also from your staff.
Often, looking at workplace culture is a good starting point for many employers beginning to formulate their mental health strategy. Creating a culture where mental health and wellbeing can be discussed openly is vital to developing a thriving workplace.
Managers must first be able to empathise with their staff, be approachable and feel confident in talking about these issues. Once they can do this, managers then need to know which tools and resources to refer staff to when they need help.
A report from Time to Change, an organisation which aims to empower people to challenge stigma and speak openly about their own mental health experiences, reveals that fewer than half of employees feel confident that their manager would be able to offer relevant support and tools to help them with a mental health problem. However, some findings were encouraging; of those who have approached their manager for support with their mental wellbeing, over three quarters were provided with help.
Getting mental health onto the workplace agenda
Checking in with staff regularly, either formally or informally, is a great way to build trust and give employees a chance to raise any problems they may have at an early stage.
Having a plan in place to support individual staff members with their mental health and wellbeing can be useful too. Mental health charity Mind has developed the Wellness Action Plan, an easy, practical way of supporting the mental health of team members.
Every person is different and will respond in a unique way to stress or worsening mental health. The signs displayed could be physical, behavioural or psychological, and present themselves in ways such as significant changes in a person’s weight, increased sickness absence or a change in mood or affect.
When the signs are there that someone on the team might be struggling, managers not only need to know what these signs are but be confident about having an open, empathetic discussion with the team member. This can be daunting for both the manager and the employee, but starting the conversation with a phrase such as, “I’ve noticed you’ve not been yourself lately – can we talk about how you’re doing?” is a good place to start.
Finally, a good manager should help to identify the support that’s available to the employee. As part of a good workplace mental health strategy, support is often available via online self-help tools, Employee Assistance Programmes or a person’s health insurance provider can offer self-referral options for faster treatment, via the individual’s healthcare plan.
The importance of early intervention
Another benefit of having a plan in place is that it enables both managers and staff to spot the early signs of mental health issues. Emotional wellbeing problems are much more likely to recur or persist if they’re not addressed promptly, and with the right treatment and support. Early intervention can help prevent issues from becoming more serious.
It’s also important to recognise that emotional wellbeing problems often don’t occur in isolation. Sometimes they can stem from the demands of a physical condition, too. Research shows that workers who take time off from work due to musculoskeletal disorders can be at risk of developing symptoms of depression in the first year after injury. Treating the whole person, rather than a condition in isolation is important to ensuring a quicker return to full health.
Navigate your employees to a healthier mind
The right assistance at the right time can support and improve your employees’ emotional wellbeing, enabling them to thrive and be productive at work.
Being able to self-refer for mental health treatment through a healthcare plan can help. Accessing psychotherapy, cognitive behaviour therapy or psychiatric care via the NHS can involve long waiting times, but private healthcare plans can give your employees access to a qualified mental health team who will assess their needs quickly and refer them to the right treatment fast.
Successful employers are confident communicating about mental health and take responsibility for developing an emotionally supportive culture. They put in place meaningful policies and structures to support staff, so as to help maintain their mental health and wellbeing, or to recover quickly should they become unwell. Employers with a strong mental health and wellbeing strategy are truly recognising that their people are their best asset.
This article was provided by Cigna.
Supplied by REBA Associate Member, Cigna Intellectual Property Inc
Cigna is one of the world's largest investor-owned global health service companies.
