5 Ways To Be Proactive
Recent Deloitte research from the UK has highlighted the improved ROI benefits of having a PROACTIVE approach to mental health in a workplace. So set aside all the moral and ethical reasons for why, if you need to sell the idea of good mental health to management, what better way than through a spreadsheet.
Stigma
Mental illness is nothing to be ashamed of, but stigma and bias shame us all” – Bill Clinton
Mental health in many workplaces has been stigmatized. There really is only one way to reduce this negativity – by talking and learning about it.
- Run a mental health awareness session for staff – highlight the prevalence and symptoms
- Introduce mental health topics into toolbox talks or monthly meetings
- Invite a guest speaker with lived experience in to chat
- Have management lead by example
Learning to Lead
Train people well enough so they can leave, treat them well enough so they don't want to – Richard Branson
The relationship between supervisory roles and front line staff plays a pivotal role in the psychological risk in a workplace. Many supervisors are great at their jobs but lack the required skills needed to ‘manage’ their team. Implement further skills training:
- Mental health first aid and mental health literacy
- Emotional intelligence skills
- Train and encourage psychological risk assessment skills
- Encourage regular ‘catch-ups’ in place of yearly formal Performance Evaluations
Organizational Change
Employees notice when managers, business owners and the leadership value a certain aspect of organizational culture. Making real, visual and communicated changes parts a key part in promoting good mental health in the workplace:
- Policy inclusion and acknowledgement of mental health as with physical health
- Structured approach to mental health injuries in line with physical injuries
- Include staff consultation and inclusion with reducing psychological risks
- Ensure ‘ownership’ of mental health issues within the business
- Create and communicate an integrated wellbeing strategy
Designing Jobs
The amount of autonomy, control, variety, challenge, responsibility and personal development in a workers assigned job plays an important role in preventing psychological injury. Effective job design includes:
- A manager check list to help design roles based on employee’s satisfaction, skills, motivation and productivity
- Encouraging managers to have ongoing conversations with staff involving their roles
- Approaching job design to focus on the positive aspects of work
Managing Poor Health
Mental health has such a complex relationship between work and home that it can be almost impossible to avoid mental injury/illness. The workplaces role then becomes one of early intervention and support. Consider the following:
- Return to work policies and procedures that place increased emphasis on positive mental health (either preventative or through assistance)
- EAP marketing and communication to staff
- Mental health literacy for return to work coordinators
- Flexibility in roles, tasks and conditions for staff
The only shameful thing about mental illness is the stigma attached to it.