How can businesses help improve workplace mental health?

Learn how you can help improve staff mental health. Simon Winfield, Managing Director, Hays UK & Ireland, brings us key insights.

Workplace mental health: Key insights

One in four people in the UK will experience some kind of mental health issue over the course of any given year. This means that even if you don’t struggle with mental ill health personally, you’ll likely know at least one person who will.

Employers are realising that they need to do more to promote a mentally healthy workplace. It could be one of the biggest issues to face businesses today and we need to start tackling it and putting the support in place to help. 

What can you do to help employees? Try to:

• Encourage people to talk
• Listen carefully
• Learn about common mental health challenges
• Prioritise work-life balance
• Reward good work
• Lead by example.

Read on to learn more about implementing these ideas.

Workplace mental health: Background

People within my organisation will struggle with mental ill health this year. From both a personal and professional standpoint, I can do more to promote a mentally healthy workplace.

To help know how, I consider these three questions:

• How can we support ourselves and each other better?
• What can we all do to facilitate mentally healthy workplaces?
• Is there more that can be done?

There are a few ways we can all help ensure good mental health in the workplace for ourselves and our colleagues. 

1. Encourage talking

Mental health is exactly that – part of what makes up your overall health. You need to look after it and should ask for help when you need it. 

Make it known that there is no shame in reaching out when struggling with mental ill health. If an employee’s issue is linked to work – either directly causing it or impacting your performance – make a manager or HR available for advice. 

2. It’s ok to talk, but it’s important to listen

Mental health is an acutely personal topic. But talking things through can help. Having a sounding board can stop things from escalating and help employees to come up with a plan to tackle the issue. 

When was the last time you truly listened? Listening may sound like a small thing, but it could make a big difference. Stop for a minute, ask somebody how they are and listen to what they actually say.

3. Go one step further and become a first aider

Whilst there are professional mental health advocates, you can often receive training to help your colleagues. You could join the increasing numbers of people throughout the UK who are becoming mental health first-aiders by taking a certified course. 

Even if your company doesn’t offer training, look at what information is available to increase your knowledge. Things like free courses, articles and podcasts can offer useful information and insight into the topic of mental health.

4. Prioritise good work-life balance

Thanks to technology and our ‘always on’ culture, good work-life balance can seem harder to achieve than ever before. For many, this may impact well-being and mental health. 

Consider a company-wide digital detox agenda. For example, tell employees it’s fine not to access work emails after work hours or over the weekend. 

5. Stamp-out unequal progression opportunities  

A recent survey conducted by Hays of over 5,200 professionals revealed that career progression opportunities can be vastly unequal. This is often the case as a result of poor mental health. 

We asked respondents if they felt they had the same opportunities as others regardless of factors such as age, disability, gender or ethnicity. The highest perceptions of unequal access to career progression opportunities were attributed to mental health. Over a quarter of people with a history of mental health conditions say this has affected their chance of being selected for a job.

Managers should address any concerns employees have around the link mental ill health has to unequal access to career progression. Provide structured progression plans for all professionals regardless of age, gender, ethnicity, disability, sexual orientation or mental health history.

6. Set the tone from the top

Leaders should lead by example. Not only should you look after your own mental health (in fact, last year BUPA stats confirmed that 68% of business leaders suffered from mental ill health), but you should have clear policies and processes in place to support your team. 

Workplace mental health: Next steps for your business

Encouraging good workplace mental health is a key leadership skill. Start with making sure you’ve got the knowledge you need so you can drive change in this area. Part of your role as a leader is to drive productivity and well-being. Having a mentally healthy workforce is the key.

Mental health in the workplace is covered in our latest Hays Diversity & Inclusion Report. Download your free copy to learn more.