org resp for psycho health
TRANSCRIPT
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Takingcare of business
Employers guide to mentallyhealthy workplaces
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Staff surveys
1. Promote wellbeing
2. Tacklethe causes of mental ill health
. Support staff
!ental health in the workplace "
#ct today $
Some things are toobig to ignore $
Mind resources %
&ocal associations %
!ental health infolines %
'nformation resources %
Trainingand consultancy %
Other resourcesand organisations
References
1(
11
Introduction
What is poor workplace wellbeing? )
What does a mentally healthy workplace look like? )
Creatingmentally healthy workplaces *
#ssessing wellbeing at your workplace *
Planning *
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+e understand that organisations are under constantpressure toreduce costs , now more than ever. This guide suggests ways to help
you increase productivity- improve staff performance and save
thousands ofpounds.
rganisations rely on having a healthy and productive workforce-
and it makes no sense for employers to ignore the wellbeing of
their staff. !ental health problems like an/iety- depression and
unmanageable stress affect a l a r g e n u m b e r o f workers
every year. 0et mental health is still a taboo subect- with
employers and employees feeling scared and confused about
confronting the issue.
+orkrelated mental ill health costs the 34 economy up to 526 billion
every year through lost working days- staff turnover and lower
productivity. +ould you know how much mental ill health costs your
organisation7
+e can show you how ine/pensive- simple measures to support staff
mental wellbeing can help you save up to ( per cent of these costs.
Smart employers are taking steps now to protect the mental health
of their e/isting workforce. Employers who actively encourage good
mental health in their workplace are reaping the rewards- e/periencing
increased efficiencies- reduced staff turnover and bigger profits.
This guide is an introduction to the issues and gives you pointers for
improving the mental wellbeing of your workplace. 't is part of a
wider- longrunning campaign 8Taking care of business- which you
can sign up to at ww w .mind.org.uk9work
http://www.mind.org.uk/workhttp://www.mind.org.uk/work -
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0ou announce a new contract or initiative that willbring huge benefits to your organisation. Ten
minutes after telling everyone the fantastic news-
youaccidentally overhear your staff vigorously
complaining about the change.
# fifth member of staff- within a si/month period
hands in their notice. The only reason given is that
they have found a new ob.
# member of staff has been off sick. 0ou receive a
doctors note stating that they have been diagnosedwith depression. :e is a great employee and you
want him to come back to work. :ow do you
support him to do so7
These are some possible symptoms of poor mental
wellbeing at work. 'n isolation they may not be too
much of a problem. :owever- when work becomes
the cause of mental distress among staff the costs
to organisations ;uickly mount up. Poor mental
wellbeing can lead to repeated staff absences and
consistent difficulty for individuals to work at theirbest.
# 2(( study by the :ealth and Safety E/ecutive
found that a million people are so stressed by their
obs they believe it is making them ill and up to five
million people feel very or e/tremely stressed by
their work. #nd yet employer awareness of mental
health issues at work in the 34 is poor. !ost senior
managers vastly underestimate the scale of the
problem and most think it will never affect their
workplaces
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0ou have a 8duty of care under 34 law- whether
you are a large employer or only have a few staff-toprotect the health- safety and welfare of all your
employees
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;uickly take its toll and lead to irritability- lower
productivity and poor performance.
F Engage employees in their work. Staff who know
where your organisation is heading and are able
to feed back their views will be better motivatedand more able to help you meet your obectives.
F E/plore introducing a fle/ible hours scheme. n
up will keep you in contact with these members
of staff and enable you to prevent problems from
occurring.
F Start a mentoring scheme to help new members
of staff understand your organisation faster andto support them in their role. r you could start
a buddy system which enables colleagues to
support other colleagues outside the official
linemanagement structure.
)( $upport staffoccasion-weallneedtimeoff tovisitthekey
cutters- the opticians or our childs school. 'f staff
are able to fit their lives around their workload-
they will repay you with a stronger commitment
to the organisation.F Promote positive working relationships. @ullying-
harassment and negativity are detrimental to a
successful working environment.
F =ommunicate staff responsibilities and
e/pectations clearly- this will help them achieve
your organisations goals.
F Encourage e/ercise and social events. Physical
activities boost staff health- team work and
mental wellbeing.
*( Tacklethe causes of mentalill health
# fifth member of staff within a si/month period
hands in their notice. The only reason given is that
they have found a new ob.
'f your work environment and relationships arent
right youll struggle to recruit and retain good staff.
=reating the right environment and supportiverelationships between staff will prevent your staff
from e/periencing workrelated mental health
problems and help your organisation to thrive.
F !ake sure that work environments are suitable
for the task. Hoise- temperature and light levels
can all have a big impact on wellbeing. =ould
space dividers- ;uiet spaces or music improve
your workplace7
F !anage workloads among your staff. !ake sure
that no one is e/pected to deliver more than
what they are capable of.
F Train managers to identify risks- recognise mental
ill health and support their staff.
F Bor staff working in isolation- ensure there are
clear and regular lines of communication. #
monthly team meeting or a regular phone catch
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# member of staff has been off sick. 0ou receive a
doctors note stating that they have been
diagnosed with depression. :e is a great employee
and you want him to come back to work but how
do you support him to do so7
ne in four people e/periences mental distress in
their lifetime. #s an organisation you are likely to
be affected in some way at some time. 'f staff have
to take time off because of their mental health- the
following approach can help them return to work
while positively contributing to your organisation
F 'f you become aware of a staff member
e/periencing mental distress the first step is to
establishhonest- open communicationwith
them.F Bocus on the person not the problem. #sk them
ifthey need adustments to be made to their
workplace conditions. They will often have all
the e/pertise you will need to help them to
manage the ups and downs of their condition
F Sometimes staff will need to take periods off
sick due to mental ill health. 'f this happens
remember four key things
F Their e/pertise and e/perience have been
and will continue to be valuable to yourorganisation.
F 4eep in contact- make sure they know 8out
of sight is not 8out of mind.
F E/plore adustments that might be re;uired
to aid their return to work.
F Aiscuss the option of a phased return to work
that allows the person to build up slowly and
prevent a relapse.
'ndividuals who e/perience mental distress can
continue to make a valuable contribution to your
organisation with the right support. # recovery
action plan can help you find out what will work
best for them. +orking with the individual to
develop this will help you to identify together what
the early signs of mental distress are- who you
may need to contact and how your staff member
would like to be supported. @yplanning in advance-
you will be able to reduce the impact on your
organisation and ensure the individual receives
the support they need.
nce you have considered the three areas above
and how they can be implemented in your
organisation- it is important that this knowledge
does not get lost. @y recording your thoughts and
action plans- you will create a process that will
ensure your organisation stays on track tobecome
more mentally healthy and more productive.
Mental health in the
workplace
@elow is a list of policies and practices to promote
staff wellbeing taken from Mental health in the
workplace: an employers guide, no.3
The+ob
F workloads that match employees abilities and
e/perience
F
reasonable and agreed deadlines for workcompletion
F reduction in repetitive duties within workloads
F a suitable working environment
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F promoted and accessible policies and guidance to
challenge inappropriatebehaviour such as racism-
se/ism and bullying.
Relationships in the workplaceF a supportive environment for employees>
e/amples of good productive team work should
be encouraged and shared
F inclusion employees should not be made to feel
isolated due to the nature of the work they do or
as a result of more personal factors such as
cultural or religious beliefs- race- se/uality-
disability- age and gender.
Career and personal de%elopment
F clear supervisory and appraisal structures
involving the employee
F sufficient opportunities for staff to take part in
training or apply forpromotion
F the views of employees with respect to ob
satisfaction- career development and training
needs.
&ersonal issues affecting staffF management awareness of relevant personal
issues affecting staff such as illness-bereavement-
financial worries or stressrelated factors which
might be contributing to them struggling to cope
in the workplace
F policies in place for dealing with such issues
F training for managers to deal with such issues.
'mplementing even some of these practices canmake a maor impact on staff wellbeing and save
you money. 'f you would like more tailored- hands
on advice please contact !ind to find out about
resources- support and our consultancy service-
!ind +orkplace- at ww w.mind.org.uk9workplace
http://www.mind.org.uk/workplacehttp://www.mind.org.uk/workplacehttp://www.mind.org.uk/workplace -
8/9/2019 Org Resp for Psycho Health
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This guide is part of our longterm employment
campaign- 8Taking care of business- that will help
bring muchneeded changes to the workplace.
'f you are willing to take steps to improve your
organisation and the working lives of your staff-
!ind is here for you every step of the way.
+ebelieve that by helping employers and employees
look after their mental wellbeing- we can
significantly improve the working lives of people inEngland
and +ales.
#ct today
Geaping e/tensive benefits from improved
employee mental wellbeing will re;uire longterm
commitment to the issue. @ut you can start
benefiting from a more mentally healthy
management style today.1. Takea walk around your workplace at
lunchtime- how many of your staff are still sat
at their desks7 Suggest that they take a lunch
break every day. @y taking a break at midday
you can help your brain rela/ and ensure you
are as productive at the end of the day as you
are at the start.
2. +hen you leave work tell your staff its time to
go home , if there is no one to tell- maybe you
should consider working shorter hours7
+orkingshorter hours will not only benefit yourpersonal life- it will make sure when you are at
work you are rested and ready to perform at
yourbest.
. 'ntroduce yourself to staff. :ow many people
doyou work with that youve never spoken to7
Talking regularly to all your employees could
give you a better sense of what is happening
on the ground.
). Enoy some team time with your staff and
have some time out of the office. rganisea lunchtime activity such as a softball match-
a picnic or ust eating out.
$ome things are too big to
ignore,
ne in si/ workers e/periences depression-
an/iety or unmanageable stress.
# further one in si/ e/periences symptoms of
mental ill health such as sleep problems and
fatigue.
0et mental health is still taboo in the workplace.
!any employees keep ;uiet about their
mental distress- for fear of discrimination from
managers or colleagues. This means problems
spiral and are often not identified until too late-
e/acerbating the business and human costs- as
well as placing added strain on colleagues.
Sign up to !inds 8Taking care ofbusiness
campaign at ww w .mind.org.uk9work
F 'ncrease your profile and show your support
by displaying your organisations logo onour =ampaign Supporters page. Email
workImind.org.uk for mo r e details.
F 0our local !ind can help you create a more
mentally healthy workplace. To find !ind
in your area visit the !ind website at
ww w .mind.org.uk
F Stay up to date with the campaign via
enewsletters with links to blogs- debate-
events and resources.
&ets talk about mental health
at work.
http://www.mind.org.uk/work:http://www.mind.org.uk/work:mailto:[email protected]:[email protected]:[email protected]://www.mind.org.uk/http://www.mind.org.uk/work:mailto:[email protected]://www.mind.org.uk/ -
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-ocal associations
Aid you know there is a !ind in your area
which can help you create a more mentally healthy-
open workplace where employees feel supported
enough to discuss a problem7 0our local !ind
offers bespoke services- including counselling-
employment support and mental health awareness
training. To find !ind in your area visit the !ind
website at ww w .mind.org.ukunder the 8Bind us
in your area section.
Mental health infolines
Mind infoline
((( 12 %
infoImind.org.uk
!ind infoline
P @o/ 2""
!anchester
!6( JH
Mind.s -egal ad%ice ser%ice
((( )66 6)6
legalImind.org.uk
!ind S
P @o/ 2""
!anchester
!6( JH
+e can send out printed information to individuals
in unmarked envelopes- or we can help guide you
to online information available on our website.=allsare recorded for training purposes only.
!ind helplines are open !onday to Briday- %.((am
to *.((pm.
+e provide information on a range of topics
including types of mental distress- where to get
help- drug and alternative treatments and advocacy.
+e can also signpost you to employment support
services in your area.
Information resources
The two !ind publications below can be ordered
online at ww w.mind.org.uk9shop
Mental health in the workplace:
an employers guide /*0'01
This comprehensive guide provides employers with
practical tips and e/amples on how to manage and
improve mental health in the workplace.
The Mind guide to surviving working
life /*0'01
This booklet gives practical tips and sources of
advice on staying well at work.
Time to Change website
#s part of the Time to =hange campaign to endmental health discrimination- this website offers
support and guidance to help you avoid
discrimination in the workplace. Bind out about the
way mental health problems can affect your staff-
and get practical tips to help them stay healthy andhappy at work. There are links and case studies that
your employees will find useful- and information
from !inds &egal unit about your responsibilitiesunder the new E;uality #ct.
ww w.time2to2change.org.uk9need2support9
support2workplace
Trainingand consultancy
Mind Workplace
!ind +orkplace provides consultancy and training
for large employers on mental health- enhancing
productivity by improving business practices. !ind
+orkplace will help assess how mentally healthy
your organisation is for both employees and clients-
and support you in making any changes.
ww w .mind.org.uk9workplace
http://www.mind.org.uk/mailto:[email protected]:[email protected]://www.mind.org.uk/shophttp://www.mind.org.uk/shophttp://www.time-to-change.org.uk/need-support/http://www.time-to-change.org.uk/need-support/http://www.mind.org.uk/workplacehttp://www.mind.org.uk/mailto:[email protected]:[email protected]://www.mind.org.uk/shophttp://www.time-to-change.org.uk/need-support/http://www.mind.org.uk/workplace -
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epartment for Work and &ensions
:elp and information relating to employment
initiatives- such as the #ccess to +ork programmes.
ww w .dwp.go v .uk
Employee #ssistance &rofessionals
#ssociation
The professional body for employee assistance
programmes
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@usiness in the =ommunity
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!ind has been speaking out for better mental health for 6( years. +ework inpartnership with around 1"( local !ind associations to
directly improve the lives of people with e/perience of mental distress.
!ental distress affects people from every ethnic background and walk
of life , one in four people e/periences mental health problems in any
one year and a third of all P visits relate to mental health.
!ind believes everyone is entitled to the care they need in order to
live a full life and to play their full part in society. ur vision is of a
society that promotes and protects good mental health for all- and
that treats people with e/perience of mental distress fairly- positively
and with respect.!indis an independentcharitysupportedby your donations. +e
campaignto influenceovernmentpolicyand legislation- work
closelywiththe media and are the first source of unbiased-
independent mental health information via our publications- website
www.mind.org.ukand phone service !ind infoline ((( 12 %.
Q !ind 2(11
'S@H %"$1%(6"*%22
http://www.mind.org.uk/http://www.mind.org.uk/