How can managers support their employee’s mental health
Have you noticed one of your employees has had some behavioural changes? Are they usually bubbly and chatting but have recently been more withdrawn, more irritable or have changed communication style? Or has their performance started to plummet?
These could be signs of declining employee mental health. But while red flags like this can be easy to detect, often workers will suffer in silence and hide those feelings from their managers and employers.
Either way, as a manager, it is your role to support the team you lead. With the people skills that got you to your role in the first place, learning how to channel those into tangle supportive skills for your direct reports can be overwhelming. It’s not that you don’t want you, you just don’t know how.
Continued stress has long been an impediment to a healthy workplace, especially when it leads to burnout — increased mental detachment from the job and reduced effectiveness. A recent Robert Half study found 80% of Australian workers feel burnt out at work, driven by heavy workloads (56%) and an insufficient number of staff (36%).
The anxiety and uncertainty associated economic and workplace changes is evidently gnawing away at mental wellbeing for many employees. New stressors for leaner teams often include larger workload, commuting to the office with return to office mandates and unclear job expectations.
As managers play a crucial role in influencing employee experiences, ahead of World Mental Health Day on October 10th, let us guide you, like you will guide your team, on how managers can support employee’s mental health.
As much as you want a silver bullet to help all the problems of your employees, unfortunately that is hard to come by.
What you can do as a manager is use your leading skills to prioritise mental wellbeing by creating a safe, positive and productive environment which allows for your team to feel valued, supported and at ease to have difficult conversations if they arise.
And the best part is, you can do this without additional budget or resources. It all comes down to empathetic leadership.
If you feel you need more support in executing these strategies, seek mental health training for managers, which will equip you with the tools, vocabulary and resources to support your employee’s mental health.
You know the feeling after you sit down to speak with a trusted person about something that has got you down? You feel lighter. You feel a bit more hopeful.
And while your job as a manager is not to necessarily be a friend, that is the feeling you want to invite with your team if they so choose.
To do this, encourage open dialogue by creating a safe space where employees feel comfortable discussing their mental health concerns without fear of judgment or stigma.
But like all communication, it needs to be ongoing. To keep the lines of communication open, organise regular check-ins or schedule one-on-one meetings to inquire about their well-being and offer support.
During these interactions, pay close attention to what employees express, both verbally and non-verbally, and show genuine empathy. This will allow them to be more comfortable to continue communicating about their mental health.
Flexibility and work-life balance initiatives have become commonplace in many organisations today. Hybrid/remote work, flexible working conditions, being able to work from abroad, but also more holidays, family and domestic violence leave, volunteering days, and increased parental leave all signify an employer’s commitment to support employee’s mental health.
To reap the rewards of improved employee mental health, encourage employees to take breaks, use their holiday time, and avoid overworking. If you don’t do so already, consider offering flexible hours or remote work options to accommodate personal needs and reduce stress.
Flexibility in the workplace and work-life harmony generally lead to increased employee satisfaction, help reduce burnout and work-related stress, offer more time to pursue personal goals, and improve focus and concentration, all of which contribute to a positive impact on employees’ mental health.
Almost half (46%) of Australian workers value flexible working conditions – in some form - the most in an employer in today’s market.
Related: World Mental Health Day – How work-life balance continues to impact employees’ mental health
In order for your employees to feel comfortable enough to share their personal journey with mental health, there needs to be no stigma around this topic. It is up to you to challenge negative attitudes and misconceptions about mental health issues if they arise.
Mental health training is another key strategy to create a supportive workplace culture. Offer workshops or training sessions to educate employees about mental health and available resources.
And conversations about mental health don’t always needs to be negative. Celebrate successes and acknowledge employee contributions to boost morale and foster a sense of belonging. These all combine to create a supportive workplace culture.
Ensure employees are aware of available Employee Assistance Programs (EAPs) and encourage their use. Even if you think they know it’s available, there’s a chance they don’t, especially if it isn’t bought up on a regular basis. The other common hurdle with employees utilising EAPs is hesitation about anonymity. As a manager you can support your employee’s mental health by reassuring them that all contact made within the EAPs is anonymous and won’t be spread to colleagues.
Another common action among businesses today is providing mental health days. This normalises taking time off for mental health reasons, just as one would for physical illness.
In some cases, it is wise to advise employees to seek professional help. If appropriate, assist employees in finding external mental health resources and support.
As a manager, it is your role to be aware of what might be making your teams’ job harder.
Ensure workloads are reasonable and manageable, preventing burnout. Fortunately, a lot of you are already doing this, as 18% of workers said their managers delegated some responsibilities to team members when they expressed feelings of burnout.
To avoid further workplace stressors to do with workload, set clear goals and expectations to avoid confusion and anxiety. In terms of conflict resolution, address interpersonal conflicts promptly and effectively to maintain a positive work environment.
Encouraging and practicing self-care as a manager can help you support employee’s mental health.
You can suggest and participate in programs to promote physical activity, healthy eating, and mindfulness. For example, you might start a run club once a week for people wanting to get out during lunch time. You may suggest taking a meeting as a walking meeting instead. Or you could do a healthy potluck lunch. The options are endless.
Aside from this, create comfortable and relaxing spaces where employees can de-stress and recharge. This could be in the kitchen space or on the mezzanine level of your building.
Finally, encourage employees to take short breaks throughout the day to clear their heads and focus on their well-being. This reaps rewards not only for employee mental health, but also productivity.
A good manager is someone who leads with empathy. It is how you connect with people.
Managers who openly share their own struggles with mental health or demonstrate empathy towards their team can help create a more open and supportive culture.
“World Mental Health Day is an important reminder to check in with your employees and mobilise efforts in supporting mental welfare in the workplace. When it comes to employee wellbeing, employers need to take a broader approach and commit additional resources to help employees enjoy their jobs and perform at their best, not only in the month of October, but all year round,” says Nicole Gorton, workplace expert and director at Robert Half.
The bosses we remember are the ones who:
Open career doors
Defend us
Develop up
Inspire us
Forgave us when we made mistakes
Led by example
And finally, provide us with a safe space to grow and be ourselves.
Be that boss.
How can I identify signs of mental health struggles in my employees?
Behavioural changes like withdrawal and isolation, mood swings, changes in communication and absenteeism.
Performance related changes like decrease in productivity, difficulty concentrating, increased errors or lack of motivation.
What are effective communication strategies for discussing mental health with employees?
Create a safe and private space
Start with empathy and concern
Use open-ended questions and active listening
Normalise conversation
Focus on solutions and resources
Maintain confidentiality
How can I create a mentally supportive work environment?
Foster open communication
Promote work-life balance
Create a supportive workplace culture
Provide resources and support
Address workplace stressors
Encourage self-care
Lead with empathy
What are practical steps to reduce employee stress and burnout?
Encourage employees to take time off
Help prioritise projects
Delegate some responsibilities to others
Hire extra staff to help with workload
Provide greater schedule and workplace flexibility
Put projects on hold
How can I balance employee workload and mental well-being?
Set realistic goals
Ask for feedback
Promote work-life harmony
Lead by example
