More ideas to support your employees’ mental health

In our last email we highlighted the importance of supporting your employees’ mental health and how promoting an open culture and keeping an eye on the things that can most commonly cause stress can help.

Today we will share 3 more ways in which you can look after the wellbeing of your people.

Alert and approachable Line Managers

Like in many areas there is a key role for line managers in spotting signs of declining mental health in their teams.

Changes in the behaviour of those in their teams, for example becoming withdrawn, moody or unusually quiet, being unable to make decisions or keep to deadlines, or being absent from work more than usual, can all be signs that people are experiencing reduced mental health.

Making sure your managers are aware of and able to spot signs of potential issues early will help.

As will making sure they spend enough time with their teams on an individual basis to ensure they are available and approachable to discuss issues or concerns. Showing they are prepared to make time to listen to those in their teams will create a more open and positive environment in which people feel more comfortable to share if they are struggling. 

 

The importance of physical as well as mental health

Being physically healthy will in turn help promote mental wellbeing. So when people are back in the office encouraging healthy eating by providing water, fruit and healthy snacks, alongside cakes that are often supplied for a morale boost or an employee’s birthday, are quick wins.

Once social distancing is a thing of the past encouraging company activities such as running or walking clubs after work or at lunchtime, or getting a company team together for charity or sporting activities can work well, and can also help different teams get to know each other better.

If people are working from home talking to them about taking regular breaks from their screens, the benefits of taking a quick walk, or structuring their day to ensure they don’t work overly long hours can also help.

One company I know got great results from paying for one employee to do a wellbeing at work course. That person gained a long term interest in wellbeing and took great pride in sending out regular tips and hints for how other employees could increase their wellbeing, as well as making recommendations to management about small changes that could make a big difference.

Have a ‘wellbeing champion’

It can help to have someone in the business who can act as a ‘listening ear’ for people who are experiencing stress or anxiety.

If people aren’t confident in speaking to their line manager directly, it can help if there’s someone they can go to who can act as a safe sounding board in the first instance, and who can then if necessary prepare the ground for future conversations with a line manager.

It is of course important that this is the right person with the right approach, and that they clearly understand the parameters of this role. But bridging the gap between employee and manager in a sensitive way can often help in opening up communication early, heading off more serious problems later, and putting any necessary support in place.

Positive mental health leads to happier, healthier and more productive teams. If you want to learn more about how you can support your employees, please contact Rachel Hannan at Rachel.hannan@bhp.co.uk

All of our consultants have successfully run businesses and our practical approach to supporting our clients enables us to share our real-world experience to positively impact on the performance of your business

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