Let's Talk: Deepening the conversation on Mental Health at Work

A 2022 report by Beyond Blue, reveals that one in five Australian employees experience a mental health condition each year. Yet, more than half of workers (54%) feel they cannot talk about their mental health at work due to fear of discrimination. These statistics highlight the urgency of breaking down these barriers and building a culture of openness and support.

In my first article, we explored how to take that initial step and start the conversation about mental health in the workplace. If you missed it, you can read more here: Let's Talk: starting the conversation about mental health at work | LinkedIn

But starting the conversation is just the beginning!

When it comes to mental health, one conversation often isn’t enough. In fact, it’s the ongoing dialogue, the follow-up actions, and the supportive actions that truly create a safe space for employees. Mental health issues don’t disappear overnight, and since the workplace is where employees spend much of their time, it's vital that organisations don't just start the conversation, but that they sustain and nurture them for long-term support and well-being.

Building Mental Health into Workplace Culture

The most effective approach to mental health at work is one that integrates mental well-being into the overall culture of the organisation. When it becomes a part of daily life, employees can discuss it openly, not just in times of crisis, but as an ongoing conversation.

There is a strong connection between the mental well-being of employees and organisational success. Better mental health and wellbeing will lead to increased productivity, lower employee turnover and greater employee engagement. Creating a culture where employees feel comfortable reaching out for support before they reach a breaking point benefits everyone.

But how do we go beyond simply "starting the conversation"?

It starts with leadership.

Leaders play an absolutely critical role in supporting conversations and leading by example.

When Leaders share their own experiences, and embrace vulnerability, it can help to build trust in the team. It can also encourage employees to feel psychologically safe to open up about their own challenges and seek support. Leaders can also promote and provide resources to ensure employees have access to mental health tools, such as employee assistance programs (EAPs) or counselling services. Regularly checking in and encouraging a supportive environment also lets employees know their well-being is a priority.

Employees often look to leadership for cues on what is acceptable, so when leaders take mental health seriously, it sets the tone for the entire organisation.

Practical Actions After the Conversation

Once a conversation has been initiated, how can organisations provide ongoing support to employees?

• Clear and Actionable Support Plans

Once an employee shares their mental health challenges, it is essential that organisations respond with clear, actionable plans for support. This could be changes to workload, offering flexible hours, providing additional mental health days, or connecting them with relevant resources. These steps should be documented and followed up to ensure that the conversation leads to meaningful action.

• Regular Check-Ins

Mental health is a journey, and ongoing check-ins ensure that employees continue to feel supported. Set a clear timeline, e.g. follow-up 2 weeks after the initial conversation to check on progress. These can be informal and done by managers or HR, but they should provide a safe space for employees to provide an update on how they are feeling, express any concerns, or make further adjustments. Regular check-ins also reinforce that mental health isn’t a one-off conversation, but part of an ongoing dialogue.

• Workplace Mental Health Resources

Organisations need to provide easy access to resources. This could include training for all employees on mental health awareness e.g. workshops on stress management, burnout or building resilience. They can also offer counselling services by providing employees with access to confidential, professional support through Employee Assistance Programs (EAPs) or partnering with external mental health providers to support individuals when facing personal or work-related challenges.

Making these resources readily available to employees at all levels demonstrates a commitment to mental well-being.

• Training and Education

Training managers to understand mental health is critical. They need to know how to have these conversations effectively and how to respond when an employee shares that they are struggling. This training should also cover how to create an inclusive, supportive work environment where mental health issues are addressed promptly and respectfully.

As an evolving issue, it is essential for managers to continue to be educated on mental health trends, challenges and solutions. Offering regular training on mental health first aid, or empathy-based leadership can empower managers to support their teams in more meaningful ways.

• Revise policies and processes

Organisations should be mindful of policies that may contribute to stigma around mental health; such as those related to office attendance or performance management. When employees know that they can take sick leave or request adjustments for mental health challenges, without negative consequences, they may feel more comfortable to seek help sooner. Policies should be up-to-date, inclusive and provide clear guidelines for discussing mental health, accessing support and accommodating employee needs.

Focus on Self-Care and Employee Empowerment

Employees should be encouraged to take ownership of their own well-being, whilst ensuring that the organisation provides support and a culture that values self-care. This could mean offering wellness programs like fitness challenges, on-site yoga, or access to mental health apps (e.g. Headspace or Calm). Employee-led peer support networks can also be valuable to create community and break down barriers. Promote mindfulness or simply encourage employees to take regular breaks or mental health days without guilt.

The healthier an employee feels both inside and outside of work, the more likely they will be to thrive in their roles.

Conclusion

The journey to improved mental health in the workplace is ongoing. Starting the conversation is only the beginning, but with a focus on education and providing support, employees can feel empowered and safe in discussing their mental health.

Building a culture of open communication and empathy will ultimately lead to a healthier, more productive workplace where everyone has the opportunity to thrive.

And remember, taking the first step can change everything. Let’s keep the conversation going.

If you are struggling - please consider reaching out to the following organisations for support:

Lifeline Australia - 13 11 14 - Crisis Support. Suicide Prevention.

24/7 Support for Anxiety, Depression and Suicide Prevention. - Beyond Blue

Home | Mind Australia

13YARN - Call 13 92 76 | 24 /7 Crisis support for Aboriginal and Torres Strait Islanders

Black Dog Institute | Better Mental Health | Science. Compassion. Action.

Support for Eating Disorders and Body Image Issues | Butterfly Foundation

headspace National Youth Mental Health Foundation

Gidget Foundation Australia | Supporting the Mental Health of New and Expectant Parents

AccessEAP

Look after yourself.