Two from every five Australians will have a mental health problem at some point. (source: https://www.aihw.gov.au/mental-health/overview). They’re common, and often mild – anxiety and depression are most common – and can often be treated by a family practitioner.
It doesn’t matter if the work tasks or environment originally caused or aggravates a mental health condition, employers have a legal responsibility to support their employees – and remember that where stress is prolonged, it can lead to long-term psychological damage.
How can you support your staff?
There are a number of ways that you may be able to support your staff to thrive at work. Here are some of our ideas:
– Develop and communicate a mentally healthy workplace safety plan (see https://www.healthyworkplaces.sa.gov.au/) that promotes good mental health and is clear about what support is available. Make this part of your broader system.
– Develop mental health awareness amongst employees by making information and tools accessible.
– Encourage open conversations and provide EAP access to those who may be struggling.
– If you can offer appropriate workplace adjustments, do so.
How can you support your leaders?
Your people leaders have the most influence on employee experience in the workplace. They are your eyes, ears and first responders. Here are some of our ideas for supporting your leaders:
– Start when they are recruiting employees – make sure they have HR support so that both they and their employee are clear on their roles and responsibilities. Lack of clarity when it comes to roles is a key contributor to stress or anxiety in the workplace.
– Train, develop and support your supervisors, team leaders, and managers so that you have effective management practices in place. Encourage open conversations, ensure that asking questions is seen as positive – not defensive – and that they know how to coach an employee through a new or high-stakes task.
– Ensure that one-to-one conversations are more than “Business as Usual WIP”- they include wellness and questions about how people are feeling. These are going to be your early indicators for when people are not feeling great about their role.
How can you manage change?
Change is often a major cause of stress or anxiety – so consider how you will engage your communications team or an external change manager to manage change. Though you may be excited, other employees may be overwhelmed by what the launch of a new strategy or a restructure means for them.
Document. Document. Document.
Creating evidence of what you’re doing to support your healthy and thriving team is important. Keep records of plans, communications and other creative deployments. Engage HR and communications to support your WHS team – it is a team effort to build a “best place to work” and a psychologically safe place underpins success.
If you have questions, need suggestions – or want us to come and help – email or give us a call.
