Org Resp for Psycho Health

8/9/2019 Org Resp for Psycho Health

1/13

Takingcare of business

Employers guide to mentallyhealthy workplaces


2/1322

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 *


3/13

+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


4/13))

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


5/13

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


6/13

;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


7/13

# 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


8/13

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


9/13

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/


10/13

-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


11/131(1(

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


12/13

@usiness in the =ommunity


13/13

!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/

Org Resp for Psycho Health

Documents

Transcript of Org Resp for Psycho Health