10 Things To Do For Employee Mental Health
Be open
We believe that it should be clear from the off to employees that if they have any issues relating to mental health that they can come and talk to anyone. Resources in the form of online documents, leaflets and more should also be readily available. The last thing you want is for people to bottle any feelings up because it’ll lead to a tipping point that could be avoided.
Be proactive
Make sure everyone knows where and how to access your resources. Talk about the opportunity being available in open forum discussions, with reminders on the wall in walkways or canteens.
Listen and listen well
If a member of staff comes to you with an issue relating to mental health, you need to ensure you’re in a quiet place with no background noise, eye contact is made and any technology is put to a side throughout the duration of the conversation. Remember, the person has come to you in confidence, so show them the respect they deserves.
Understand your responsibilities
Although the previous two points express the importance of showing people you’re there to help, there is also a line in which you cannot cross. You are not a medical professional, you’re a support function for your employees. You may wish to provide information for further assistance of a medical variety but you cannot offer advice of this nature. Use your best judgment from the way the conversation is going as to when your support must stop.
Consider flexible working
As a result of the pandemic, many businesses are now able to operate either remotely or with a hybrid approach. If this is applicable to your business and better for certain employees, we urge you to consider as this could make a real difference to your employee(s). Being open to flexible working could result in relieving employee(s) of stress as they will feel more trusted and are then much more likely to be productive, meet objectives and fulfil their role within your organisation.
Be clear and concise
Once you feel that line has been crossed, you can signpost to medical professionals who can help. What you will need to do is offer some immediate support from the workplace in relation to anything that could alleviate work stress. For example, some workload could be taken away, some time off work could be offered, or flexible working hours could be an option also.
Invest in training
Another thing that managers and leaders can do is invest in training by prioritising proactive and preventive workplace mental health training. By offering such training, it shows your employees that you are a transparent type of business that is open to having these type of conversations which can help employee mental health alone.
Be supportive
If someone has come to you with an issue and chooses to continue to work then you can offer them ongoing support in a number of ways. Firstly you can intermittently ask them how things are going, away from others of course. You can also hold regular one-to-one meetings to ask similar things. You can work with them to develop a plan in terms of work schedule, scheduling break times, offering employee care packages and more.
Offer company wellbeing programs or interventions
Many companies now offer certain things to employees to help with wellbeing in the workplace. Good ideas for this include taking employees out for a team building day, offering yoga or fitness classes in lunchtime, offering vouchers for spa days, building rooms in the office specifically for relaxing and the list goes on. As you can imagine, all these things aren’t traditional ways of working, they are added extras brought in specifically to make employees happier and more welcome.
Introduce an EAP Employee Assistance Programme
Employee Assistance Programme’s are provided by specialist companies. They can include regular assistance and contact with counsellors, health discount schemes and family support. Having an EAP scheme in place can give Employees the confidence you have their best interests first and that they know where and how to seek support externally.
