Mental Health and the Workplace – Supporting Your Employees
Despite all of the fantastic work that has been conducted in recent years to bring mental health into the mainstream, bringing to light new information to create a better understanding of how anyone can be affected, there does, unfortunately, remain a stigma. Workers suffering from any issues with their mental health often do not talk to anyone about their situation, including their manager or company’s HR team.
This can result in the employee being frequently absent from work and not being truthful as to why, for fear of embarrassment or worrying that their manager will not be supportive and understanding. This is why it is important that, in the workplace, employees should feel comfortable discussing any issues that may have a direct effect on their work.
Knowing the Signs
Spotting someone who is suffering from mental health issues, such as anxiety, depression and other illnesses, is difficult. Some people are able to disguise symptoms whilst at work, not giving any sign as to what they are going through.
As an employer, taking an interest in the employee’s personal life is important. When there is something of a human connection, there is more chance that your employees will feel more comfortable coming to you with any issues.
With that said, there are some signals to watch out for that could be signs of mental health issues, which include, but not limited to:
- Frequent absences
- Quiet and withdrawn (especially if the person is usually extroverted)
- Sudden changes in mood
- Constant excuses
- Dip in work performance
If you have reason to suspect that there may be an underlying issue, do not wait for the employee to come to you. Approach the situation carefully by talking to them in confidence. Be careful not to overstep the mark or offer advice where it simply isn’t your place.
What Can the Company do to help?
Each situation is different from the last – there is no one-size-fits-all solution when it comes to approaching mental health. A degree of flexibility is required in order to reach a solution that is beneficial to both the employee and the business. This might see a period of leave granted followed by a re-integration programme, flexi-hours or other arrangements as agreed between the two parties.
HR professionals, no matter how long they have been in the job, will constantly be faced with new issues. In times such as these, seeking assistance in order to provide the right service to your employees is important – you can find out more here by clicking the link.
Be aware that men are less likely to seek mental health help than women, (28% won’t seek help vs 18% for women). By making male-orientated mental health resources available in your office too you can encourage your males employees to get the help they need too. Here a great mental health for group for men that’s just come out. It’s called Men’s Group and the thing I like about it most from watching the video is that it is all online and to the point.
Encourage a focus on self-care by providing employees with self-care box.
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Confidentiality
It absolutely goes without saying that any issues that are discussed between you and an employee should be treated with the utmost confidentiality. Discussing any issues that have been shared in confidence can result in legal action being taken by the employee whose trust has been broken.
You can make a suggestion that they talk to other colleagues whom they feel comfortable sharing such information, especially if you know they are close to certain members of the team. What you cannot do is to take it upon yourself to make any personal issues common knowledge in the team.
Support
Make a conscious effort to hold regular informal meetings with any employee who cites any mental health problem to discuss what the company can do for them. This open dialogue will be beneficial to ensure that the employee is comfortable in the workplace and does not feel isolated.
It is an employer’s responsibility to have the wellbeing of any employee in mind, as well as maintaining the interests of the business.
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