Wellbeing at Work - one conversation at a time

World Health Organisation Mental health is... “...a state of wellbeing in which an individual realises his or her own abilities, can cope with the normal stresses of life, can work productively and is able to make a contribution to his or her community. In this positive sense, mental health is the foundation for individual wellbeing and the effective functioning of a community.”

It is shown by the way we think, the way we feel and our sense of wellbeing.?Even though work can involve some degree of pressure, as long as it is within individual coping capacity for it, it leads to personal growth and development. Working well and contributing to a team effort, drives self-esteem, gives a positive sense of community and improves productivity and satisfaction for individuals and the whole team. When mental wellbeing is good, everybody benefits.

The pace of work and life is very fast. When pressure is felt as growth not stress, then the outcomes are good- improved job satisfaction, contribution, engagement, creativity, and innovation. When pressure gets too much, outcomes are not so positive – for the employee, their family, other team members and a company as a whole. Therefore, pro-active management of our emotional health should be a priority for us all.

Mental health is a spectrum. On the one side of the spectrum, an employee may worry a bit about some things. On the other they may be totally consumed and debilitated by negative thoughts such that they cannot function.

We all sit somewhere on the spectrum. And just as mental health doesn’t exist on a binary of mentally ill versus mentally healthy—most people fall somewhere between the two— the solutions we offer employees should reflect this reality.?Apps, Employee Assistance Programmes, Wellbeing Lunch & Learns- they ALL have relevance

Over the past few years, the number of mental health apps on the market has multiplied exponentially. In fairness since Covid, we have certainly become more comfortable with care delivered via device, so app-based mental health support is a practical, way to offer much needed support and focus.

However the biggest reported impact to mental/ emotional wellbeing in the workplace is us - People Managers. Not as a mental health first aider, or coach or psychologist, but as leader - increasing awareness, creating safety for discussions, and importantly, creating an environment where employees feel supported, able to discuss wellbeing issues and engage in meaningful work, will help ensure the wellbeing of employees and the success of our teams

You can tell team members you’re always open to talking about mental health issues anyone may be facing, but following through here is the important part. Schedule regular one-on-one check-ins with team members that aren’t only about work — ask them how they’re doing personally, if they’re comfortable sharing.?

We are not expected to be a counsellor, but we can provide initial assistance and guide a team member through signposting to different resources that are available – A recommended method for early intervention is to be clear about the availability of your workplace’s?Employee Assistance Program, and make it clear to staff that the confidential service is free and available 24/7, no matter what their struggles are.?

No employee should be more than one conversation, one call, or one click away from the support they need for their emotional wellbeing.

Be aware of your own biases and put them to one side so you can really see and hear - Sometimes our own filters can delete, distort or generalise what we see so that we can make sense of it. And just because we went through something and handled it well, does not mean everyone will.

And obviously don’t forget about YOU….

Remember to check in with yourself regularly, it is a really important step in becoming a resilient and effective manager

As a leader in the workplace, you can set precedents. Set a good example by maintaining your own healthy work-life balance to give your team the confidence to do the same and set rules and boundaries for healthy communication.?

Finally, get comfortable with genuine conversations with your team ( yes that can sometimes mean getting comfortable with the uncomfortable too!)

Make time for people.?

Invest in relationships.?

Listen without judgment.?

Show that you care.?

Your teams wellbeing is a living, breathing and dynamic thing that evolves and changes with every conversation and with every day.?Our levels of energy and our work fluctuates every day.?Every person in the team contributes to others stress levels - good and bad.?Team Wellbeing is therefore not the sole preserve of leaders or HR it is an everyone responsibility.?

We’ll grow healthy spaces one conversation at a time.?Make the next conversation really matter.