Don’t be scared to talk about mental health

Supporting Colleague’s Mental Health

 Following Covid wellbeing and mental health have become high on the agenda for many organisations. With remote working becoming more popular there is also now a spike in loneliness and mental illness.

 Ultimately it does not matter how good a company’s policies may be and how hard HR works to be supportive, an insensitive manager can undermine it all. This can be through unrealistic targets and expectations that are simply too high. To look towards change the only real resolution is to have an open and honest conversation with the manager in question. HR may need to offer some helpful interventions that hold the manager accountable. This is important as so often they can be unaware that they are being offensive and can change their behaviour and start to build greater awareness and empathy.

Whilst there are a lot of plus’s to working from home such as not having to commute and greater flexibility, there also comes the risk of loneliness. Younger colleagues particularly can feel that the impact of remote working is that it is far harder to make friends and maintain friendships with colleagues. It is therefore important that organisations create more opportunities for cross-functional teamwork. Bringing people together can also promote new ideas and ways of thinking that then benefit all. Having sports teams, book clubs, etc can also help to make people feel included.

Many people still feel that there is a stigma attached to mental health issues such as depression and anxiety. A recent survey stated that 81% of people with severe mental illness still reported widespread discrimination. The best thing that an organisation can do is to create an open culture where people feel that they can talk about any mental health issues. Importantly ask how you can support them with non-judgmental questions and take care to listen to their response.

Ten years ago, companies may have got away with offering a token wellbeing week but now in 2024 that simply is not enough.  It is always good to update policies and ask staff what mental health support is on offer to them. If they do not know the answer, then you need to research affordable services that provide some on-demand support with plenty of ‘signposting’ in place for helpful organisations and charities.

 One such helpful organisation is us at S&G Work Solutions. If you feel that a colleague would benefit from a non-judgemental friendly ear then Gemma is well qualified to offer and give the support that you feel is required. She can put strategies in place that she has previously successfully tried, tested, and helped other business employees with.