Work place mental health and well-being

Policy or practice?

· Mental health at work,Mental health awareness,People teams,Learning and Development

We know that the demand from the new generation of employees joining the workforce is that organisations have Mental Health and Well-being policies and support in place. This generation who are joining the workforce are newly graduated and according to CHRO of the Bank of America Sheri Bronstein in interviews they are asking about the mental health benefits.

This is a huge shift in expectation from a new workforce that we just have never seen before, think back to when you had your first interview - would you have asked this question? If you are changing roles and interviewing today - would you ask this question now?

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We know that this new generation is expecting and driving for change in the workplace specifically to do with suporting their mental well-being. We also see that companies are responding positively to this, albeit slowly in some cases. However, we also know having a policy doesn’t always mean that it is put into practice.

Why is that?

It can be due to many varied reasons, such as a lack of awareness of resources available by all employees outside the People team, a lack of confidence of Line Managers to talk to their teams about their mental well-being or cultural stigma and the fear of discrimination ins the workplace.

Training managers to have better conversations around mental health is crucial for several reasons:

  1. Reducing Stigma: Equipping managers with skills to discuss mental health can reduce stigma. When managers feel confident discussing mental health, they can facilitate conversations with employees about their mental well-being.
  2. Supporting Employees: Managers who can engage in confident conversations about mental health are better positioned to support employees. By addressing issues early, they can reduce the risk of presenteeism, absenteeism, and staff turnover.
  3. Creating a Supportive Culture: Positive conversations foster a supportive workplace culture. When managers actively listen and validate employees’ experiences, it helps create an environment where staff feel heard and understood.

Remember, starting these conversations with empathy, active listening, and open-ended questions is essential.

How can we do this?

Here are some specific training programs for managers to improve their skills in handling mental health conversations:

  1. Mental Health First Aid (MHFA): MHFA is a globally recognised program that trains individuals to identify, understand, and respond to signs of mental health issues. It provides practical tools for supporting someone experiencing a mental health crisis. Either by attending the full MHFAider® course or the Line Manager training.
  2. Wellness Recovery Action Plan (WRAP): WRAP is a peer-led program that helps individuals develop personalised wellness plans. Managers can learn how to support employees in creating their own WRAP plans and promote mental well-being.
  3. Mindfulness-Based Stress Reduction (MBSR): While not specific to managers, MBSR teaches stress reduction techniques that can benefit anyone. Managers who practice mindfulness can model these skills and encourage their teams to do the same.
  4. Emotional Intelligence (EI) Training: EI training helps managers understand and manage their emotions effectively. It also teaches empathy, active listening, and self-awareness—essential skills for mental health conversations.
  5. Resilience Training: Resilience programs focus on building coping mechanisms and stress management skills. Managers who are resilient can better support their teams during challenging times.

Remember, ongoing support and resources are crucial for managers to maintain their skills and confidence in having mental health conversations. 🌟

 

Talk to us today about how we can help you support your managers to have better conversations around mental health and well-being with their teams.

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Disclaimer:

This post has been written to raise awareness. All references were checked and correct at time of posting.