How to Support Your Team Through Mental Health Challenges
Published by: LifeWorks,
According to the World Health Organization (WHO), mental health disorders are the leading cause of disability worldwide. For many businesses, mental health issues (particularly depression and anxiety) can cost productivity and employee engagement at work. Supporting the psychological health of employees has become a business priority for organizations in every sector.
Supporting workplace mental health
Every workplace is different, but a psychologically healthy workplace has the following features:
- encouraging and expecting respectful behaviors and having clear guidelines regarding harassment and bullying
- clearly defining employees’ duties and responsibilities
- allowing people to voice their opinions on subjects that concern them
- recognizing good work and service
- social programs
- professional development and learning opportunities
- resources for those who need help and programs to reduce the stigma of mental health issues
Supporting your team
As a manager, you play a significant role in creating and maintaining a psychologically safe workplace. Here are a few strategies to keep in mind:
Have regular one-to-one conversations with team members to ask them how they’re doing. This will help build trust and give people opportunities to talk about both professional and personal issues.
Know your team. This way you’ll notice early signs of struggle. These might include:
- changes in behavior, mood, or interactions with others
- drop-in productivity, engagement, and focus
- appearing tired, anxious, or withdrawn
- difficulty making decisions, solving problems or getting organized
- increased absence from work
Encourage people to take breaks and vacations.
Find ways to have fun as a team.
Lead by example. Be seen as honest, fair, and respectful. Praise good work, be a coach and mentor, support people’s professional development, and take care of your own mental health.
Having a conversation about mental health
Discussing performance or behavioral issues with employees is never easy. Here are some tips to get a conversation started:
Choose a comfortable, private space where you won’t be interrupted.
Ask open and non-judgmental questions. Be sure to let the individual explain what they’re experiencing and what support they need. Ensure the employee that your conversation will remain private and confidential.
If you suspect that someone might have a mental health issue, ask them to speak to their doctor, a mental health professional, or the assistance program. Don’t make assumptions.
Work to find ways to support the employee. For example, you might move them to a quieter location or adjust their responsibilities.
It’s a good idea to take notes about the conversation and seek advice or guidance from your human resources department as needed. Contact the assistance program for more resources to help you better support the mental health of your team.