According to a recent study made by Office Supplier Viking, only 35% of managers in the UK are aware of mental health issues in the work place which means shocking nearly over half cannot detect signs in work colleagues.
The study found that only 17% of UK managers feel “very confident” in their ability to support colleagues experiencing mental health issues.
Despite this apparent skills deficit, it mental health issues are common in the workplace. 65% of UK managers have been approached regarding issues relating to mental health, stress or anxiety. 42% have experienced a colleague requesting a day off for issues relating to mental health, stress or anxiety.
Compounding this is the survey’s finding that 67% of managers in the UK felt that there was a stigma around stress, anxiety and other issues with mental health in the workplace.
Clare Porciani, Senior Manager HR Operations UK & Ireland at Viking, says: “Our findings highlight that, despite the workplace showing great positive movements in quality of life, inclusivity and many other areas, we’re falling short when it comes to knowing how we can support those struggling with their mental health.With so many managers believing that mental health problems are stigmatised in the workplace, its plain to see that there’s a lot more to be done. “
“Employers need to ensure that every employee (and particularly managers) receive training around mental health issues, and that this training offers knowledge that each employee can fall back on should they notice a colleague struggling or should they themselves be affected.”
Key findings from Viking’s survey:
- 45% of UK’s managers have not been trained to spot mental health issues in colleagues.
- Just 17% of UK managers feel “very confident” in their ability to support colleagues experiencing mental health issues.
- 67% of managers in the UK felt that there was a stigma around stress, anxiety and other issues with mental health in the workplace.
- 65% of UK managers have been approached regarding issues relating to mental health, stress or anxiety.
- 42% of UK managers have experienced a colleague requesting a day off for issues relating to mental health, stress or anxiety.
- Just 6% thought there “definitely wasn’t” a workplace stigma around issues relating to mental health, stress or anxiety.
So, what can be done?
Education
The first step is education. The more the workforce understands about mental health problems in their many varied forms, the less stigmatised they become.
Understanding also means that spotting symptoms will become easier, and that’s really key for managers to help support a struggling colleague. For example, when it comes to stress, Clare Porciani advises: “Firstly, all managers need to understand what stress is. This means understanding the physical and psychological mechanics of stress, how to spot signs of stress and what to do support a team member who is suffering from stress.”
On the topic of management training, Tom Oxley said “I’m surprised that 55% have been trained. Some training focuses on the conditions which may not be very useful. I think it’s better to be trained in the signs and supportive conversations.”
However, this doesn’t need to apply only to managers. Wider understanding from all parties can only lead to increased acceptance and, through this, more easily accessed support.
Involvement
The second step is involvement, and by that we mean establishing and maintaining a rapport with colleagues and making time for regular catch ups and one-on-one time. Coupling a climate of understanding with time spent engaging with the colleague and how they feel about work and whether they are experiencing any struggles is a great start in encouraging support instead of breeding stigma.
“Early intervention is key, so it’s really important that managers are having regular conversations with their colleagues, as well as looking for changes in behaviour.
“Managers also need training on what they can do to proactively prevent stress in the workplace. An understanding of the HSE standards can be a good place to start, where managers can audit their area of the business for potential risks.”
For Tom Oxley, the solution is in involvement, “The workplace alone probably can’t eliminate the stigma altogether. But we can create a culture of support. Leaders need to talk about mental health, giving their hierarchy permission to discuss the topic. Managers need to be trained. HR needs great processes. People need a range of support, from Employee Assistance to Employee Insurance. And we need more positive stories of how we can manage our work when the stresses of life give us a kicking.”
A developing future
Clare Porciani, Senior Manager HR Operations UK & Ireland at Viking, says: “As with many issues relating to how we understand one another, and how this understanding affects our working lives, there’s always more that can be done.
“We’ve come a long way – even in the last decade – but there’s still work to be done if we are to de-stigmatise mental health issues within the workplace. The first step really is creating a better understanding of such issues within the workforce, as this will not only better equip managers with the skills they need to spot and support any problems, but also enable anycolleague to keep a more sympathetic eye out for their co-workers.”
The work of charities such as Mind, as well as awareness days such as World Mental Health Day (10th October 2018) and Mental Health Awareness Week (14 – 20th May), are doing great work towards this cause, but the onus is also on employers to help make the working world a more supportive and productive place.
Published at: https://blog.viking-direct.co.uk/mental-health-workplace