Public awareness of mental health and wellbeing has never been greater. On television, in newspapers and online, there are daily references to mental health and its impact on people, employers and on society.
This is great news, because talking about mental health is an important step towards really helping people. The more we talk about the subject, the less taboo it will become. However, we still have an awful long way to go.
Business leaders are taking this seriously too. Almost weekly, I get a call from a company asking what they need to do to put in place a mental health and wellbeing strategy. This is really good news, because it shows that the message is getting through to employers.
In this post, I don’t want to reel off statistics and data, suffice to say mental ill-health is now at the top of the list when it comes to time lost at work. Instead, I would like to spend a little time discussing the main things a company should do to help their employees.
I believe there is a six-stage approach to building mental health resilience in the workplace. Put simply, the six stages are:
- Identify the risk: the baseline
- Pledge support: the commitment
- Develop a plan: the journey
- Champion the cause: the support
- Coach leadership: the change
- Providing support: the counsellor
Identifying the risk: the baseline
The first thing that employers need to do is to identify whether or not they have a problem. A company may have perfectly happy employees, who are all fulfilled at work and who thrive on their daily challenges.
At the other end of the spectrum, a company may have a very negative culture, with high absenteeism, and with some of their employees on the brink of collapse.
The first step is to identify the risk. Is your company at one end of the spectrum or somewhere in the middle? You need to know where you are so that you can plan your journey for improvement.
There are many ways to identify the risk. The simple approach is to ask employees to complete a mental health and wellbeing questionnaire. There are some very good off-the-shelf questionnaires that will help categorise where the risk lies. However, I don’t think questionnaires on their own are effective. I much prefer a combination approach; completing questionnaires and one-to-one sampling of the workforce. A properly trained interviewer (usually a counsellor or psychotherapist) can glean a huge amount of information during a ten-minute one-to-one session with an employee.
The output from the questionnaire and from the sampling will provide an accurate picture of the level of risk within the company. More importantly, it will show which areas are weak.
Pledge support: the commitment
Next comes the pledge. Let’s hear it from the boss. It is incredibly important for top management to address mental health in a proactive manner. They need to pledge support and they need to commit to a policy. I find a one-page policy on wellbeing works nicely. It is something that can be published across the company for all employees to see. The pledge needs to be signed by the top dog.
A policy and pledge should clearly show that mental wellbeing is high on the company’s agenda. It should show commitment from the boss, and it should include something about early intervention and securing appropriate funds to finance wellbeing initiatives. The policy should challenge the stigma of mental ill-health by committing to raising awareness across the company.
Develop a plan: the journey
The third stage is to plan. Armed with information from the baseline survey, the journey for improvement needs to be planned and documented. The journey starts here.
It is a great idea to set up a consultation group to help develop the plan. The consultation group should consist of volunteers from across the company and should include representatives from senior management, from line supervision, representatives from each department and from trade unions too.
I have a few corporate clients where I chair their consultation group. We meet every quarter to discuss progress against the plan. It is a wonderfully positive meeting, full of enthusiasm and support. It always amazes me how innovative people can be. A few months ago, I sat and listened to a group discussing how to promote life-work balance. Suddenly, someone exclaimed: “We could use the WELL concept.” All eyes turned to the lady as she described her idea. She suggested putting together a company-wide initiative, using a themed approach, around the concept of Work, Engage, Learn, Live. Amazingly simple, but they have now embraced the WELL concept and everywhere you go across the company’s sites you can see posters that explain how to work, engage, learn and live.
Champion the cause: the support
The phrase ‘mental health first aid’ is doing the rounds at the moment. I think this is a wonderful thing. If an employee cuts their finger while at work, they would pop along to the first-aid station to get a plaster and a bit of TLC from the local first-aider. However, if an employee is close to emotional breaking point, who do they turn to?
Training mental health first aiders is an essential stage in building workplace resilience. Properly trained people, who can offer support to employees, can be invaluable.
Every company should have at least one Mental Health Champion. I advise the 1:50 ratio; there should be one properly trained champion for every 50 employees. Mental health and wellbeing champions are there to advise management and to offer emotional support to employees when needed.
I conduct a lot of training courses but my favourite course is the Mental Health Champion course. Delegates on the three-day course are enthusiastic and motivated, and it is a complete joy to be helping them to discover the huge rewards from being a mental health champion.
Most people don’t know what to do if a colleague is on the brink of emotional crisis. These courses teach how to recognise when a person is in need of support and how best to support them. Active listening is a key skill when dealing with emotional wellbeing and these courses teach this important skill that can be used in and out of work.
Coach leadership: the change
Who ‘controls’ the workplace? Is it the man or woman at the top of the tree?
Undoubtedly, the person who controls the company is the Managing Director or the Chief Operating Officer, but do they really influence attitudes and behaviours at the coal-face?
A few weeks ago, I was involved in carrying out a baseline mental health survey of a large international manufacturing company. I asked one of the shop floor workers, “when did she last talk with the COO?” To my surprise, she told me she had no idea who that person was, let alone having ever met them. I interviewed the COO a few days later and asked him why the majority of people in his company had no idea who he was. His reply was simple. He said: “I crunch numbers, I secure funding, and I make sure we have enough money in the bank to pay salaries at the end of each month. I employ supervisors to run the business and to manage people, so nobody needs to know me.” Interesting point, I said.
Now, whether you agree or disagree with that COO’s idea of running a business is clearly open to debate. But, he did make an interesting point. How can he possibly know 6,800 people? Supervisors and line managers know more about their teams than anyone else in the company. It is their job to look after the wellbeing of their teams. Ironically, these are the very people who can cause most damage to a person’s mental wellbeing. Poor management and poor leadership skills can wreak havoc with a person’s mental state of mind.
How many supervisors come up through the ranks, from shop floor to management positions? Most of them. But how many of them have been trained in the people-skills that are so important in today’s world? Not many.
I worked with a company last year where I got to know most of the supervisors quite well. One guy had been an electrician in the company for 20 years. He knew more about the electrical systems in that firm that anyone else. He was a very skilled tradesman. Then he was promoted to supervisor! Disaster.
That poor electrician quickly went from a position of expert to a position of incompetence. His management skills, or lack of, had a huge effect on his team. His staff were stressed out, absenteeism in his department was the highest across the company and the team’s reputation went spiralling out of control. Why? Because senior management had promoted someone on the merit of his skill and not on his management abilities. He was completely oblivious to the damage that he was causing. He became depressed and was prescribed medication from his GP.
All levels of supervision and management need to be trained in ‘managing people’. Getting the best from your staff, in a safe and healthy way, is a skill that cannot be achieved without proper training and coaching. That is why this stage in the wellbeing journey is so important.
Providing support: the counsellor
Sometimes, all the proactive stuff just isn’t enough. Sure, it is always better to fix the cage before the tiger escapes, but sometimes the lock on the cage door is just too rusty and it is a matter of time before escape is inevitable. When the tiger gets out, we need to have contingencies to find it and to return it safely to its enclosure (with a new lock on the door). Okay, enough of the tiger analogy. The important thing here is for employers to recognise that sometimes being reactive is okay.
Employees should be provided with the opportunity to get help when they need it. Every employer should set up an employee support system, so that employees can discuss their personal issues with a trained counsellor or psychotherapist. This is an absolutely essential aspect of building resilience in the workplace.
And so, that is it. The six-stage approach to building mental health resilience in the workplace. It is important for employers to start their journey by identifying the level of risk. They need to pledge support and they need to set out a detailed plan for improvement. Training mental health champions and first aiders is vitally important, and so too is the need for leadership training and coaching. Finally, access to a counselling service for staff needs to be in place. If a company were to put all of these things in place, they will be well on the way to keeping their workforce safe and healthy.
If anyone has experience of building mental health and wellbeing resilience in the workplace, I would love to hear from you. Let me know what worked, what didn’t work, and the challenges along the way.
For more information on the things discussed in this post, please visit our website.