3 THINGS ABOUT WORKPLACE MENTAL HEALTH THAT NEED TO DISAPPEAR
By Stéphane Grenier, MHI Founder & CEO
Part 1 of 3
In this three-part blog, I address what I believe are the top 3 things that need to disappear when it comes to workplace mental health. I've also shared some valid reasons why and what leaders can do to create a safe and supportive environment where their people and organization will thrive.
#1 - Citing mental health statistics to raise awareness.
The prevalence of mental health issues is already well-documented and widely acknowledged. While statistics can provide a valuable snapshot of mental health in workplaces, communities and globally, they don't represent any new or ground-breaking insights that would further efforts to solve the issue.
While it's important to acknowledge the scope and impact of mental health issues, simply regurgitating statistics without taking meaningful action can perpetuate a sense of hopelessness and resignation for those who are struggling.
Focusing too heavily on statistics can distract us from the real solutions to the problem. That is, creating a positive and supportive organizational culture that encourages open communication, mutual respect, and inclusion. A positive culture can help to reduce stress and promote well-being, which in turn can improve mental health outcomes.
Rather than simply citing statistics, what if we focus all our efforts on solutions and strategies to improve mental health outcomes for everyone? There are things we can do beyond the clinical scope of care.
This is what I referred to as the "rehumanizing" approach in my blog - 3 Approaches to Workplace Mental Health and the One All Leaders Should Consider.
Fostering a caring culture starts at the top. Leaders have the influence to help create a more supportive and inclusive culture around mental health, where:
They model simple, caring behaviours and walk the talk of being authentic and vulnerable.
For example, I will try and stop what I am doing or interrupt the agenda to check in with someone if I notice something may be happening. In other words, the person matters more than the agenda.
People feel empowered to seek help and support without fear of stigma or discrimination.
This takes time to happen with any new employee. I can think of one of our employees who took a few years to truly trust the culture and feel safe enough to share.
Their employees are encouraged to recognize signs of distress in themselves and others and to take action to reach out to support one another.
I change the conversation when I notice that the task being discussed creates stress based on timelines and expectations by saying, "You matter more than the task. Let's reframe and start over when can we realistically get this done."
They address the common misconception that employees don't know how to reach out to distressed peers*.
I often tell people to stop thinking about symptoms and diagnostic terms. Unless you are a doctor, keep it simple and follow your gut. When your inside voice tells you, "It looks like "Stéphane" is going through a rough time," that indicates that you should lean in.
*While it's true that many employees may not have the training or knowledge necessary to effectively support a colleague experiencing mental health issues, this doesn't mean they're unable or unwilling to provide help.
In fact, research has shown that employees are often able to provide initial support to colleagues experiencing mental health challenges and when training is provided can increase their confidence and ability to do so. This includes the leadership team!
The WeCARE™ e-learning program provides five evidence-based steps to help a teammate who is struggling. By committing to this mental health training, it demonstrates that the organization and its employees care about the well-being of each other.
This can create a culture of care, where individuals feel supported and valued and where the organization and its people thrive.
And now, there is the opportunity to earn a micro-credential validated by Dalhousie University for "Supporting Mental Health" upon completing the training. This is the first of its kind in Canada via the WeCARE™ e-Learning program.
This micro-credential confirms that the holder can identify signs of mental distress in others and the appropriate ways to respond, including the types of conversations to have with the person in distress, where/how to access resources, and what to encourage for appropriate self-care.
Dal Micro-credentials are credentials that represent the achievement of specific skills or competencies, which are highly regarded by employers and have been validated by Dalhousie University.
The MHI/Dal Supporting Mental Health badge can be displayed on social media pages, digital resumes, personal webpages, and in email signatures and indicating to others, “I’ve been trained in active listening and able to support someone in mental distress.”
“I can 100% say I feel equipped to have conversations and to conduct the right level of check-in with employees. The course also provided a set of resources and training that will be helpful for our staff and, if needed in my personal life. We will be extending the resources and having a company-wide session.”
Stay tuned for part two of this blog series that will highlight the second thing about workplace mental health that needs to disappear and it’s probably not what you’d expect!
In the meantime, request a free trial of the WeCARE™ e-Learning program here.
If you're interested in a custom version of this program for your organization, don't hesitate to get in touch with our team.
We’re here to help.
MHI provides a full suite of mental health services for workplaces and health care. They consist of a comprehensive turnkey service for the development of peer support programs, as well as virtual and in-person peer support skills training that is customized for the community, first responders, and workplaces.
Learn more here and sign up for our Support Your People Newsletter for upcoming training updates.