Some of the impacts of mental health issues can carry over into the workplace, and businesses need to learn how to help their employees. Mental health can be a highly sensitive topic, so make sure you approach a discussion around stress, anxiety, depression, and other mental health issues with compassion and care.
Effectively Initiating and Navigating Mental Health Conversations
When employees are trying to do their job, as well as manage their children and household, the stress can mount. Bosses and HR need to be prepared to speak with employees about their needs, which can include mental health situations. While a manager or HR professional should never assume the role of a therapist, they can—and should—ask how people are doing.
Effective communication is essential. Telling employees the types of help available to them can go a long way.
Let them know what support the company can provide such as work flexibility, EAPs, time off for mental health days. Also, encourage people to make use of these opportunities.
As you initiate and navigate mental health conversations, there are certain important guidelines you should follow.
- Talk to employees about how you can support them.
- Make yourself available.
- Check in about workloads and support needs.
- Try to diagnose them.
- Tell them how to handle their own mental health.
- Assume people want more or less work.
Employee Assistance and Protections
Remember that laws are enacted that govern employee mental health; plus, you may have company policies and a health insurance plan that covers the mental health issues of employees. If you have an EAP, make sure you refer people if they appear to be struggling. Ask your healthcare broker for help in understanding in-network mental healthcare providers.
Laws such as the Americans with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA) still apply. An employee suffering from a mental health issue may be eligible for coverage under one or both of these laws. Under the ADA, that means employers are obligated to find a reasonable accommodation, which can be anything from extra breaks to time off.
Because of ADA protections, you also cannot discriminate against or punish an employee who needs accommodation for mental health issues—the same way you cannot, for example, take similar action against a worker for having cancer. Under the FMLA, meanwhile, employees can take intermittent leave to get the mental healthcare they need.
It's essential to know of any federal, state, and local laws that apply to your business. If you're unsure, check with your employment law attorney.
Creating a Support System
Make sure you have protocols in place to check in with people and increase your communication.
Regular check-ins with employees can help you make sure that they are being supported. Acknowledge that people experience stress in different ways, and by doing so, you can then help your workers to understand what those stressors are so that they can look for signs within themselves.
Be sure to take time out for yourself and your own needs. You can't support your employees if you're completely stressed out. If you're suffering from a mental health crisis, get the help you need—from a mental health professional, your physician, or let your own boss know that you struggle. Together, managers and employees can help everyone out to get through a tough time.
Characteristics of a Successful Leadership Style
Much is written about what makes successful leaders. This series will focus on the characteristics, traits, and actions that many leaders believe are key.
- Choose to lead and practice adaptive leadership.
- Be the person others choose to follow.
- Provide a vision for the future.
- Provide inspiration.
- Make other people feel important and appreciated.
- Live your values. Behave ethically.
- Leaders set the pace by their expectations and example.
- Establish an environment of continuous improvement.
- Provide opportunities for people to grow, both personally and professionally.
- Care and act with compassion, and communicate positive mental health.
Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience, and employment laws and regulations vary from state to state and country to country. Please seek legal assistance, or assistance from state, federal, or international governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.