Strategies for managing mental wellbeing in the workplace

Transcription

1 Strategies for managing mental wellbeing in the workplace 13 March 2014 Emma Mamo, Head of Workplace Wellbeing mind.org.uk

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3 What is mental health? Flourishing Symptoms of mental health problems No symptoms of mental health problems languishing

4 Mental health at work Right now 1 in 6 workers is dealing with anxiety, depression or stress Work is the most stressful factor in people s lives 40 per cent of employers view workers with mental health problems as a significant risk Mental ill-health costs the economy an estimated 70bn each year

5 Culture of silence Yet eight in ten employers have no mental health policy to help staff sustain good mental health While stress has forced one in five workers to call in sick, 90 per cent have lied to their boss about the real reason for not turning up Managers want to do more to improve staff mental wellbeing but they need more training and guidance Employers need to take the first step

6 Silence around issue Scared to reveal problem Lack of knowledge Those with MHPs Stigma Wider society Increases perception of stigma Scared to raise the issue Silence around issue

7 Best practice for employers A comprehensive mental health strategy will create an open and supportive working environment Three-pronged approach 1. Promote wellbeing 2. Tackle work-related causes of mental health problems 3. Support employees with mental health problems Senior leadership across the organisation is crucial

8 Promoting wellbeing Get buy-in at all levels Get mental health on the agenda Strong leadership positive, open and clear culture which values staff Send a message get leaders to support lunch breaks and sensible hours Support flexible working where possible Promote open dialogue and involve staff in decision-making Ensure good, clear communication and develop trust Invest in staff - prioritise learning and development Promote physical and social activities Encourage peer support and buddy systems

9 Workplace triggers Long hours and no breaks Unrealistic expectations or deadlines High-pressure environments Poor working environment Unmanageable workloads or lack of control over work Negative relationships or poor communication Poor managerial support Job insecurity or change management High-risk roles Lone working

10 Tackling work-related related causes Take stock of organisation s mental health and wellbeing Think about policies and practices that interact with staff wellbeing Ensure line managers are supported and confident on mental health Promote a culture of regular one-to to-ones ones build mental health and wellbeing into these processes Support managers to minimise stress by managing workloads and providing clarity about expectations Consider the physical environment Routinely publicise internal and external support pathways

11 Supporting employees A culture needs to be created that enables disclosure Develop tailored support for individuals when needed. A useful tool is developing an Action Plan that covers: What keeps you well at work Workplace triggers and early warning signs Impact of mental health problem on performance Steps for the line manager to take Steps for the individual to take Put in place support measures and workplace adjustments

12 Preventative steps for employees Avoid long hours or have downtime after busy periods Take your lunch break and get some fresh air Use to do lists to prioritise and monitor work Be honest if expectations are unrealistic Make the most of one-to-ones to reflect and forward plan Reflect on your achievements each day Talk to colleagues, friends and family If you are feeling overwhelmed Learn some relaxation techniques Take a deep breath and some time out Communicate if you need help

13 Having a work/life balance Are you often the last to leave work? Do you do extra work outside of working hours? Create clear boundaries between work and home Refresh your to do list at the end of the day Use the time on your commute home to wind down from work Make sure you re maintaining a life outside work

14 Getting support Communicate with your line manager Use work support schemes occupational health or Employee Assistance Programmes Seek external advice or support Negotiate adjustments to how your work Remember your legal rights and your employer s duties If you are off work or returning to work Stay connected Negotiate a phased return or adjustments

15 Workplace adjustments Flexible working (e.g. change to start/finish time, WFH) Change of workspace Changes to break times Changes to role (temporary or permanent) Increased managerial support Provision of quiet rooms Return-to-work policies (e.g. phased return) Consider appropriateness of absence rules and limits Often about a change in attitude rather than a cost

16 Case study: simple changes Chloe was experiencing depression. Fearing the worst, Chloe disclosed her condition but found that her boss did everything to support her: weekly catch ups to prioritise her workload flexible working afternoon naps to cope with the side effects of medication This aided Chloe s speedy recovery and ability to stay in work It doesn't feel like I've been punished for being depressed, it almost feels like I've been rewarded for being honest

17 Deciding to disclose Remember you are not alone - one in six of our workforce experiences mental health problems each year and most balance their health with the demands of a job It s your choice whether or not to disclose, but being open can help you get the right support to stay in work You have rights seek legal advice from the Mind legal Advice Service Request a one-to to-one one meeting with your manager be honest about your mental health, your work demands and what would help you manage your distress and perform well at work Remember you are the expert on your needs agree a plan of changes with your boss and a time to meet again to discuss whether things have improved

18 Next steps - how Mind can help Sign up for our e-newsletter for the latest updates Download our free guides for employers

19 Next steps - how Mind can help Mind Workplace training and consultancy Local Minds counselling services, job retention services Mind Infoline and Legal Advice Service Information on Mind website Free resources for employees

20 Any questions?

21 Thank you for listening! To find out more: mind.org.uk/work for information and resources on mental health at work mind.org.uk for general information Contact: