Creating space for mental health in your workplace
Dress down Fridays and funny tie Wednesdays just aren’t going to cut it anymore. There’s no sugar-coating it - we’re in the midst of a mental health crisis.
While the stigma of mental health is slightly improved from a decade ago, mental health is still the number one reason cited for sick days in the UK and is on the rise.
Before the pandemic even took its stranglehold in the UK, it was estimated by Deloitte in January 2020 that emotional health issues cost UK employers up to £45 billion a year.
Mental health affects every aspect of someone’s life, including their work, and if that isn’t enough to make us do something, the hidden costs of an unhealthy working environment come to enormous sums that no business can afford to ignore.
But what can we do to make sure that our colleagues feel supported and cared for in workplace?
Workplaces can be complicated places, but the truth is that helping people to look after their emotional health can start as simply as just listening to people and talking to them.
“Happiness is the highest form of health.”
“Take the temperature of what is going on in the business by finding out how your people are,” suggests Thom Dennis, the CEO of culture change consultancy Serenity in Leadership.
“If you are a manager, your job is your team and looking after them first and foremost will drive creativity, profit, performance and productivity.
“Regularly check in with staff to see how things can be done better to support them, make sure workloads are balanced and encourage collaboration on projects and mentoring.”
That’s something that psychologist Barbara Santin can get behind.
“Discussing your feelings with others when you are troubled can help you avoid mental illness. Look for the colleagues you trust and share with them your feelings,” she said.
“If you do not have someone to talk to at work, share the work pressure with your partner, family, or trusted friends.”
But while communication can go a long way, it’s only the first stepping stone in creating a culture of wellbeing in the workplace.
The next step?
“No amount of therapy can or self care can make up for scarcity of food & drink, time, or financial resources.”
Implement a clear mental health policy and invest in a mental health programme
This should include a definition of mental health, the signs to spot someone struggling, and clear
strategies in place to support employees experiencing problems.
“Wellbeing programmes are recognised tools to manage mental health in the workplace including offering professional advice on mental health-related topics and pressures such as family or health problems, bereavement and debt,” continues Mr Dennis.
Remove the mental health stigma
Only 13% of employees feel comfortable discussing issues related to their mental health in the workplace.
Set an example by speaking up about what you struggle with to be a real mental health influencer. Encourage all genders to talk openly to break down any stereotypes.
Offer mental health support to an employee if you notice changes in their behaviour, such as if they appear overly tired, anxious and withdrawn, or there is a decrease in their motivation, focus, creativity or productivity.
“Most of us spend too much time on what is urgent and not enough time on what is important.”
Give your employees more say in where they work
Allow employees to have a say in how often they come into the office versus working from home. For some, working from home is hugely beneficial in avoiding commutes, or having better flexibility with childcare.
Others may prefer to work in the office as it helps them have a separate work identity and a change of scene.
Allow flexible working hours
This can help staff start earlier or finish later in order to support their mental health.
Mental health issues are often accompanied with insomnia which means those suffering with their mental health often struggle with early starts.
Equally, giving employees more time in the mornings to deal with other demands like getting the kids ready for school can relieve pressure and stress.
Don’t burnout your employees
Promote a healthy workplace environment that empowers staff and allows employees to thrive.
Don’t ask your employees to burn the candles at both ends - respect their weekends and their time once they have finished work for the day.
Allow them to take time off if they have had to work longer hours for an acute pressured period and encourage them to take their holidays.
And remember…
“It’s important to realise that a problem-solving mindset doesn’t always work - after all, not everything can be fixed,” concludes Mr Dennis.
“Sometimes we just need to be supported. Discuss mental health openly and encourage your team to check in on each other too.
“We need to move away from a culture that says if you are overwhelmed or have too much on your plate it is a sign of weakness.
“An open workplace culture that approaches mental health openly and without judgement encourages their staff to be honest about their situation.”