Key Steps to Supporting Mental Health in the Workplace

Learning to support employees’ wellbeing is quickly becoming one of the most important considerations for business success, longevity, and long-term growth.

And while many business owners may be looking for the right place to start, every business is unique, and so are its people. That’s why there is no template or one-size-fits-all approach to mental health employment support.

However, there are specific areas of importance that should kept at the forefront when creating and executing an effective strategy that can truly make a difference in employees’ lives.

1. Providing Access to Wellbeing Programs for Employees

Research shows that offering wellbeing programs for employees is one of the most effective ways to support them. However, it’s not enough to provide these programs – ensuring the right resources are included is instrumental.

The notion of wellness has traditionally been associated with physical health, but employees are now increasingly gravitating towards mental health support, with options such as counselling and therapy being highly sought after.

It’s vital to ensure the benefits provided are inclusive and that they are carefully tailored to the needs and interests of staff. Through gathering employee feedback, employers can ensure they don’t miss the mark.

2. Creating a culture of open communication

Building a positive culture around mental health in the workplace is not something that happens quickly. It requires hard work and a consistent approach, as well as the collaboration of key members of staff.

Promoting open communication around the topic of mental health is what’s most likely to break the stigma that stops so many from opening up about their struggles. For instance, openly discussing the availability of mental health resources with employees, letting them know how to access them and why this is encouraged, and even discussing mental health during one-to-ones, can go a long way toward changing the culture for the better in an organisation.

3. Creating awareness through training

Educating employees about mental health is essential but often overlooked within mental health employment support. Without proper awareness, outdated or inaccurate views can contribute to stigma, such as by invalidating mental health struggles.

Training is crucial to ensure lack of education doesn’t damage the culture, especially for managers and other key people such as HR professionals, allowing them to respond appropriately when someone reaches out or should an incident occur.

Mental Health First Aid in particular can equip staff with the skills and knowledge to support colleagues and guide them to the right resources, promoting a more supportive and safer workplace. However, mental health awareness training can be a great starting point as a company-wide initiative.

4. Empowering leaderships and management teams

Both areas discussed above are key. Nevertheless, without the support of leadership and management teams, it would be near impossible to implement positive change around mental health support.

Being at the core of a business’ operations and looked at for guidance by staff, leaders and managers can encourage open dialogue around mental health and become advocates in the promotion of mental health policies and positive attitudes.

Training further equips managers with the knowledge and skills they need to recognise mental health concerns, respond empathetically, and safely guide employees toward resources.

5. Making adjustments for those who need them

Something invaluable that comes from mental health training is knowing how to make adjustments for people who may be experiencing issues with their mental wellbeing.

Sometimes it's as simple as just being able to notice that employees are struggling – again, something that’s facilitated by training – and knowing how to them know that if they are feeling stressed or are facing any other issues, there’s help available, both from the business itself and externally.

That means that employees are less likely to get to a point where they are feeling overwhelmed because they know they have options, and that both their manager and the business are willing to support them.

Employers must also be able to make adjustments for employees who are coming back to work after being signed off due to ill mental health. Their managers should know what to say from a personal point of view, but also what kind of adjustments they can make for them, as well as knowing what the business’ legal responsibilities are.

Whether you need help setting up the right well-being programs for employees or would like expert advice on mental health employment support, Red Umbrella can help. Simply get in touch today to learn more about our consultancy services: https://red-umbrella.co.uk/contact/

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