How to have a conversation
Campaigns like Time to Change have been launched to reduce the stigma of openly discussing mental health issues. The most important thing you can do as an employer is open the dialogue; avoiding the subject will only make it worse for an employee.
- Start the conversation: whilst it may not be easy, addressing the issue is the first step in supporting your employee. Choose a quiet place, possibly away from the workplace, where they feel comfortable and able to talk. Most importantly, assure them that your conversation will be confidential.
- Ask simple questions: don’t make assumptions about what’s happening to them. Give them the opportunity to discuss their feelings without making any judgements. Asking simple questions to understand the issue will mean that they don’t start to feel overwhelmed.
- Be honest: if their work is starting to suffer, make sure you communicate this and make them aware of the impact stress is having at work. Reassure them that you will work together to address this, and that this is not a disciplinary.
- Create an action plan: establish what support they need, what would make their time at work easier and how you can work together.
- Identify what triggers stress, what can be done to alleviate this, and agree on a timeline to review the situation.
- Be flexible: don’t attempt a ‘one-size-fits-all’ approach as everyone is different.
- Be positive: reassure your employee that you can work together to find the solution.
- Don’t be afraid to seek outside help: there are many organisations who can support you (the employer) and your employee (see below).
What the law says
It is your duty to protect your employees’ health whilst at work.
- Prevent all employees from being subjected to bullying or harassment. Implement a bullying and harassment policy for all employees and ensure any such incidents are treated seriously.
- Develop an equality policy and promote awareness.
- Ensure employees are not discriminated against on recruitment, promotion, pay or conditions.
How to create a culture of wellbeing at work
Creating a healthy workplace can help to address mental health issues before they arise. Consider some of the following options for your business:
- Flexible working policies: these are particularly useful for team members juggling family commitments, but can help with staff who may be feeling anxious or stressed at busy times in the office.
- Enforce breaks: encourage staff to take comfort and lunch breaks to get away from their desks.
- Host regular catch ups: to encourage staff to discuss their work – consider continuous performance reviews, instead of annual appraisals. Creating an open culture where staff can talk to managers will help to reduce stress and anxiety.
- Set realistic goals and deadlines: overwhelming workloads and unmanageable goals all contribute to stress levels.
- Introduce a mentoring scheme: matching employees with managers to support and guide them.
- Layout of the office: introduce quiet zones or desk dividers if appropriate.
- Keep records of absence: record all sick days.
- Create a policy for supporting staff with mental health issues so that all managers understand how to tackle issues.
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