It's Time to Listen
I would like to start with the saying "HR is an unlabelled negotiator, therapist and a policymaker." And it is no secret that HR professionals are faced with many issues during their careers. One of these tough challenges could be to learn that an employee is struggling with mental health issues. With the recent news articles about how Google's HR Department reportedly advised mental health leave in response to complaints of racist or sexist, it got me thinking about if the organisations are taking mental health issues seriously or it is just a superficial act concerning the advancement trends we are encountering these days. Are we actually standing by our employees went they want us, are we trying enough and are we trained well for this. If an HR professional is not properly educated on the subject, their initial reaction to this situation could be a negative one. Is this employee putting their colleagues at risk? And are they even capable of doing the job they’ve been hired to do? Well, it is also true that HR professionals aren't trained psychiatrists and many of them lack experience in counselling or therapy. So, if HR workers are supposed to help employees through challenges, what (if anything) should they know about mental health? And what can they do about it?
HR professional's primary purpose is to ensure that their workers feel comfortable at work, and mental health care plays a very important role to keep up with that duty.
While it may seem like a complicated situation, human resources departments can and should do a few simple things to mitigate the problem.
- Eliminate Stigma and create awareness:
The first thing that should be done is to create awareness about the importance of mental health at the workplace. A Majority of the stigma attached to mental health is due to misunderstandings and misinformation people carry regarding the same. The stigma makes it difficult for employees to ask for help. Many surveys have argued that only one-third of the whole population of sufferers gets the treatment. You would never question the validity of a cancer diagnosis, but people with depression, anxiety, and other disorders are often told to “get over it” or “power through.” But the brain is like any other organ in the body. When it’s sick, it needs to be treated. Sheer willpower does not cure a common cold, so it will not fix a mental health disorder.
Make people aware of the importance of reaching out. Grow a culture where openmindedness is appreciated and difference of opinions are respected. Providing pieces of training related to general myths about mental health and how they can help someone who is going through a difficult time can go a long way. Training on how to empathize and sympathise with others can also contribute golden pieces to the holistic development of everyone.
2. Provide Resources:
Although you can teach people about mental health, it is important to understand that only professionals can treat it. So once you have made all the information available with the right set of training to help employees create a safe and stigma-free environment to work for the next thing should be to make the important resources available for them for when they require one. Many organizations have in-office counsellors and psychiatrists for their employees to help them with issues, related to mental health and not only does it help them to get the help they want, but also helps in building that trustful relationship understanding that their firm acknowledges their well being and their mental health.
3. Be Empathetic
Many people get confused between the terms of empathy and sympathy. It is important to discuss during the training sessions. It’s very difficult for someone who has not experienced mental health issues to understand what it is like. And even if you have, experiences vary greatly. Of course, you cannot help everyone, so be there support system. Be with them when they need you. Make them feel that they are not alone in this and you are going to be there for them. Emotional support helps people to confide in you when they are in need. Be a good listener, do not give out unnecessary advice and try to not judge someone because of their mental health issues.
You can’t solve everyone’s mental health issues, but HR professionals are in a unique position to help someone on their healing journey. Be a support system and help them to take the next steps, all while creating an environment in which they can seek help. It could make all the difference.