The Managers Guide to Identifying and Helping with Mental Health Issues

Managers should prioritise mental health. Spot subtle behaviour changes, promote open dialogue, encourage professional help, offer workplace adjustments, and endorse work-life balance.

I’ve talked about neurodiversity before, but not really broached the subject of mental health. Despite being a deep and important topic, it needn't be a one that you shy away from. If anything, a bit of humour, lightness, and above all, understanding, is often just what is needed to get the conversation started. If we stop avoiding having conversations about mental health because it’s uncomfortable or awkward, we’ll do more good. As a manager, understanding and addressing mental health in the workplace is no longer optional; it's a responsibility. So, grab a biscuit, put the kettle on, and let's dive in.

Barry and Steve talk about their mental health.

Identifying the Invisible

Spotting mental health issues isn’t always front-of-mind, especially if your organisation doesn’t put much importance on it. It may feel like trying to find a needle in a haystack; the signs can be subtle and highly individual. Look out for changes in patterns of behaviour, work performance, or social interaction. Before chalking up these behaviours to a bad work ethic, or a hangover, look for patterns of unusual behaviour that weren’t there before.

Maybe Jane, who is usually as regular as clockwork, has started turning up late. Or perhaps John, who once thrived in team meetings, is now more reluctant to speak up. These shifts may signal that something is afoot.

Engaging in Open Dialogue

Once you’ve noticed these changes, the next step is engaging in conversation. This isn't about conducting an impromptu therapy session; it's about opening up a channel of communication, letting them know their wellbeing matters. A simple, "I've noticed you've seemed a bit out of sorts lately. Everything alright?" can be the key that opens the door to a more detailed discussion. In Australia they ask “R U OK?” and I’ve used it a fair few times.

Encouraging Professional Assistance

If an employee shares that they're struggling, encourage them to seek help from professionals. Don’t try and solve the problems yourself. Experts are the experts in mental health, after all. But you should ensure you have information about your organisation's Employee Assistance Programme or any other available mental health resources. And remember, confidentiality is paramount - the only reason you should be talking to someone else about this is if you’re worried about the persons’ safety.

Offering Reasonable Adjustments

Adjustments in the workplace can be a lifeline for someone struggling with mental health. This could mean offering more flexible hours, changing their workspace, or even redefining some roles. These shifts, while seemingly small, can have a monumental impact on their mental wellbeing.

Promoting Work-Life Balance

Don't let work become the overbearing guest that outstays its welcome in your team's personal lives. Make sure your employees clock off at a reasonable hour, not sending emails in the middle of the night. Encourage them to take proper lunch breaks and use their holiday time. After all, a rested mind is a productive one!

Providing Training and Education

Lastly, consider arranging mental health training for your team. It's about fostering an environment where talking about mental health is as normal as discussing an episode of Stranger Things (well, that’s not particularly normal, but you get what I mean). The more your team knows, the less they'll stigmatise, and the more they'll understand and be able to offer their own help and support to colleagues.

As managers, we are not only leaders but also custodians of our team's wellbeing. By making mental health a priority, we can create a healthier, more supportive, and more productive working environment.

Remember, a business is only as healthy as its employees. So, take the time to check in with your team, promote balance, and encourage open dialogue. When it comes to mental health, it's vital to remember that we're all in this together. It's not a topic to be brushed under the carpet but rather one to be placed right in the middle of the boardroom table and discussed with as much importance and clarity as any other people-focussed topic.