It’s World Mental Health Day on Monday the 10thGod’ October, with this year’s theme “Make mental health and wellbeing for all a global priority”. For many of us, this will be the first World Mental Health Day since 2019 where our lives are somewhat similar to those we experienced before COVID. However, while the effects of the pandemic have encouraged many of us to be more open about our well-being, there is still a way to go.
Hays survey on LinkedIn Last month it showed that only 51 percent of nearly 27,000 respondents said they could be open about their mental health with their manager at work. If you manage someone who feels the same way, don’t take it personally. In this blog I will explore the steps you can take to identify an employee whose mental health is deteriorating, as well as what you can do to support them and take preventative measures.
Key insights
- The World Health Organization advocates training managers in mental health literacy and awareness. 56 percent of employers want to improve employee well-being, but they don’t have the right training.
- There are ways to recognize when a member of your team is struggling, as well as appropriate actions to take that don’t cross the line.
- Managers can use World Mental Health Day to promote wellbeing within their staff through conversations and activities.
- Those who are unable to bring about change at a company-wide level should consider the culture in their team, and lead by example in promoting healthy habits.
Identifying signs that someone is struggling with their mental health
In 2020 my colleague Nick Deligiannis wrote about prioritizing the well-being of your people in a hybrid workplace. Many of us are now used to this model, but it doesn’t necessarily make it easier. In fact, many have recently argued that quiet weaning is a move to preserve it own mental well-being. Furthermore, much of the guidance still applies if you communicate with each other regularly in person.
The signs won’t be the same for everyone, and they won’t always be obvious if you don’t see someone regularly. However, there are some indications that often mean something is wrong. As Nick points out: “Common signs include a change in mood or behavior, how they interact with others, whether they withdraw from their work, a lack of motivation or focus, or feeling tired or anxious.”
A good leader is approachable. However, the truth is that many people only feel comfortable opening up to those closest to them, if at all. Don’t feel bad if you see signs of anxiety or depression in one of the staff, but they aren’t stepping forward. It’s good that you are available to them, but never pressure anyone to reveal anything. The important thing is that once someone is willing to talk to you, you are there to support them.
Be there for your people
How can support be offered to an employee dealing with his mental health?
Understand what you are capable of and responsible for. Recognizing that something is wrong, but not being able to change it, can leave you feeling helpless and guilty. Instead, focus on what you can do. You can be their confidant, and as a leader you may be able to make positive changes in their work life. However, this doesn’t mean being available 24/7 – make sure the boundaries they expect from you are mutual. If you’re going to promote a healthy work-life balance to prevent burnout, lead by example!
In September, the World Health Organization (WHO) published their reports Guidelines on mental health at work, providing training and actions to employers. The article encourages literacy training and mental health awareness, but recommends:
“Employee training in mental health literacy and awareness is intended to improve knowledge about mental health… and allow employees to support themselves or colleagues properly… The training is not intended for employees to become mental health providers or to diagnose or treat mental disorders.”
This knowledge suits many managers as they support their people. Is this training something you can offer in your organization? There is reason to be optimistic. According to the UK charity Mind56 percent of employers confirmed that they want to improve employee well-being but do not have the right training.
Could you take time on World Mental Health Day, or in the weeks that follow, to recognize this and promote awareness in a meaningful way? For example, every October Hayes teams across Asia hold a ‘Mental Health Week’. During this period, we choose a topic relevant to each day of the week (for example “Mental Well-Being: Head for Health” or “Work/Life Harmony”). We then conduct conversations and activities around these topics to promote better mental health.
Embed wellbeing in your values as leaders
In addition to responding, it’s time to take steps to prevent your team’s mental health from deteriorating. It’s not easy, and involves being honest about the environment you’re fostering.
Out of over 17,000 respondents For more Hays survey Last month, only 28% agreed that their organization promotes well-being among its employees. In contrast, 41 percent denied that this was the case. I previously blogged about the employee value proposition, that is, the statistics that show that employees are willing to walk away if they feel their well-being is being compromised at work. Of course, the mere retention of your staff should not be your primary motivation for looking after their well-being. However, the figure serves as a reminder of how deeply it can affect your team.
God WHO Policy Brief, published in accordance with their latest guidelines, recommends that managers be trained to: “recommend action on mental health at work from the top down.” Maybe you’re not in a position to make a difference at the company level. In that case, think about the positive culture you are creating in your team. Make sure everyone is involved and comfortable communicating not only with yourself, but with each other as well.
As well as being approachable, he was a compassionate leader. Schedule regular one-on-one meetings to discuss issues your team is facing at work. Organize team meetings to keep everyone connected and encourage casual conversations. If possible, organize social events so your team can relax (and blow off steam!).
be inclusive It can be very difficult trying to deal with such a sensitive topic with one of your team. Instead, think about Structural stigma that may exist in your workplace (or, specifically, a team) and think about how you can break it down.
Take steps to ensure your people don’t experience burnout. CEO of Hays, Alistair Cox, Covered this before, and the points are no less valid today. It starts with promoting a healthy attitude towards working hours yourself, and recognizing the quality of work over quantity. This may well require you to think about the biases you hold towards “hard working” team members. Encourage them to take regular breaks where possible, as well as vacations to completely relax. Try not to let workaholic tendencies spread within the group.
Next steps: Take care of your team’s mental health as a manager
Think about how you can foster a healthy work environment for your team by promoting communication and inclusion. Make sure they know you’re approachable, and encourage your organization to offer training so you can spot the signs of burnout and poor well-being among your people.
