Mental Health in the Workplace

Vince Scopelliti - Wednesday, September 26, 2018

Making sure that your staff are fit and healthy, enabling them to perform their duties at an optimal level, forms an essential part of being an employer of choice. But beyond ensuring that your staff are physically capable, it is essential to also look after their mental wellbeing. 

Underestimating the importance of mental health in the workplace is likely to have lasting impacts on your workers, your business and clients. 

OHS legislation requires employers to provide a safe and healthy work environment for all workers, which does not cause ill health or aggravate existing conditions.

In a series of articles, we'll examine the impact of mental health issues in the workplace, how to take appropriate steps to support staff suffering these conditions, and how you can promote mental wellness in your organisation. 

WHAT IS mental health?

Mental health is about emotional, psychological and social wellbeing. For an employer, this means keeping an eye on whether your staff are struggling to keep on top of things inside and outside of work, and taking steps to assist them with dealing with any difficulties that may be impacting their productivity. 

There are many types of mental illness, including depression, anxiety, obsessive compulsive disorder, personality disorders (such as borderline personality disorder), bipolar disorder, and schizophrenia.

the scope of the issue

According to the Australian Human Rights Commission (AHRC), around 45% of Australians aged between 16 and 85 will suffer from the symptoms of mental illness at some point during their lives. In any given year, one in five adults will deal with a mental illness. 

Some workers will commence their employment already suffering from symptoms of mental illness, while others may develop their mental illness while at work. 

In many cases, the mental illness will develop separately from circumstances in the workplace. In others, a negative or "unhealthy" work environment will contribute to staff developing mental health issues or may exacerbate underlying conditions. 

Some factors which can contribute to poor mental health in the workplace include job stress, poor workload management or unrealistic deadlines, poor communication, bullying and an overall lack of support.

the impact of poor mental health

Research shows that the cost to business of failing to pay proper attention to mental health is significant. 

The AHRC reports that workers compensation claims relating to stress and associated mental illnesses cost Australian businesses $10 billion every year. The failure of businesses to recognise the potential impact of mental health issues and failure to implement preventative or remedial measures such as early intervention, has been estimated to cost over $6.5 billion per annum. 

Absenteeism due to mental illness is another issue, with an estimated 3.2 days lost each year per worker. 

The difference between job stress and psychological injury

When it comes to identifying mental health issues in the workplace, there is a difference between work stress and psychological injury. 

Psychological injury includes behavioural, cognitive and emotional symptoms which have the potential to significantly impact a worker's ability to perform their job and interact with co-workers. 

This can be distinguished from job stress, which is generally a reaction to a specific situation which can be resolved, and is not a standalone injury.

To disclose or not to disclose 

In some circumstances, it is important for employees to disclose their mental health status. This is particularly the case if they are taking medication which could affect their ability to perform their usual employment, or if there are general concerns about safety or interactions with other staff. 

An employer has an obligation not to discriminate against staff because of their physical or mental attributes, including their mental health.

Managing and supporting mental health in the workplace

Employers can provide support by having guidelines in place for how to talk to a worker who has disclosed that they are suffering from mental health difficulties, and how employees can adjust to dealing with a colleague with a mental health issue. 

It's also essential for employers to know how to address performance concerns involving employees who are experiencing mental health struggles, without discriminating or taking ill-considered disciplinary steps.

Creating a safe and healthy workplace for all

This starts with non-discriminatory employment practices and implementing long-term strategies to promote a healthy culture and a positive workplace where staff feel they are making a meaningful contribution to an overall goal, are supported and happy to come to work. 

It's also important to create direct services to assist workers with mental health issues who require support and adjustments in the workplace. According to the AHRC, every dollar spent on identifying, supporting and managing workers' mental health issues, yields nearly a 500% return in increased productivity. 

It is highly likely that at least one worker in your workplace will, at some point in time, have a long or short-term mental illness. While you do not need to become an expert in mental health, having a better understanding of what mental illness is (including its possible effects on a worker) enables you to be more effective in handling issues that may arise.  

How Surveys Can Uncover Secrets of Your Workplace Culture

Vince Scopelliti - Wednesday, February 07, 2018

Employers are becoming increasingly aware of the importance of a positive workplace culture. A workplace culture which helps foster happy employees can increase productivity, reduce absenteeism and have a positive flow-on effect to customers. 

But just how can senior management get staff, particularly junior staff, to open up about how they feel? One excellent and very popular method is by engaging in workplace culture surveys.

what is it?

A cultural survey is an important diagnostic tool to uncover the current health of an organisation, and is a way for management to determine strengths, weaknesses and important strategic areas of focus for the business. 

Using surveys, employers can establish whether they are on the "same page" strategically as their employees, if there are any concerns regarding bullying or unsafe workplace practices, issues affecting health and wellbeing, and what the business is doing particularly well.

Cultural surveys are frequently administered externally, and participants are guaranteed anonymity. This is an essential part of the process, as it permits staff to feel as though their responses, whether positive or negative, can be provided without fear of reprisal or criticism. 

They require a number of specific questions to be answered. The responses are then tallied and data is extracted and analysed in the form of a report which is generally presented to management or the board.

when to do a cultural survey?

The best time to introduce an initial cultural survey is when the senior leadership team has already begun implementing a process of cultural change, whether that involves becoming an employer of choice to potential new talent or retaining existing talent. 

Once a cultural survey has already been completed in the business, it is a good idea to repeat them regularly, perhaps every two or three years, for management to be able to assess how the business is performing against previous years and whether a change in direction may be required. 

what questions should not be included?

Part of focusing on improving a workplace culture also involves changing the way in which the business recognises and rewards exceptional performance. This mental shift should occur before the cultural survey is introduced - otherwise the business risks getting answers to the wrong sort of questions. 

Those questions include ones that do not consider what truly makes employees happy, but instead focus on factors such as remuneration, perks (such as professional coffee machines) or flashy offices. While these can be an important component of making an employee feel valued or happy in their role, they are rarely a determining factor in whether an employee truly feels committed to a business.

so what are the right questions?

Instead, employers should ensure that cultural surveys focus on questions such as:

  • Do you understand the company's goals, and your role in achieving those goals?
  • Do you feel as though your role is important in achieving the company's objectives?
  • Do you understand the company strategy and agree with it? 
  • Do you feel that your team is collaborative?
  • Do you feel that you have the skills necessary to perform your role, and if not, why not?
  • Is there anything in the workplace preventing you from performing your role?

Employers may also wish to ask staff what improvements they would make, given the chance. This can be a very useful tool in implementing a new strategic direction.

the benefits of a cultural survey

Perhaps the greatest benefit of a cultural survey is that when employees feel like they are connected to the "bigger picture", they are more invested in the business and feel part of a team. 

This in turn helps improve their reliability, performance, desire to participate and willingness to sacrifice (if necessary) for the good of the business. The sense of collaboration created by a cultural survey is an invaluable asset to the business. 

A cultural survey may also bring up issues which have not previously been identified by management, such as endemic bullying or a toxic workplace.

how to get started

These few simple steps can help employers get started on conducting a survey.

  • Be clear about the purpose of the survey
  • Ensure you offer all team members the opportunity to participate
  • Decide whether a face to face, paper or electronic survey is appropriate or even a combination of all three if you have high staff numbers
  • Decide on the timeframe for responses
  • Formulate the questions and keep it simple - for example avoid asking two things in the same question
  • Analyse the results - don't take the results on face value, for example a low response rate to a particular question may make the results meaningless
  • Follow up on the survey insights and take appropriate action

WISE Workplace is here to support your organisation. If you have a concern about a toxic culture, or staff are making complaints, we are well placed to help you conduct a cultural survey.

How to Truly Relax Over the Summer Holidays

Vince Scopelliti - Wednesday, January 10, 2018

The Christmas tree is up, the fairy lights are lit, the bonbons are set on the table, the trifle is in the fridge - and you are sifting through your phone, replying to just one more email, tweaking just one more slide on the Powerpoint, making just one more phone call to a prospective client. Happy holidays, right? 

If this resembled your Christmas, you're not alone. Nearly 73% of Australians continue to work in some way while they are on leave. This figure is sure to continue rising, as thanks to email, text and social media, people are now contactable 24/7, no matter where they are in the world. 

So, a very modern question - is it possible to have a true break from work, relax fully, and not worry about what might be awaiting you when you return?

it's all about PREPARATION

The key is to organise things before you go away, so that you're in the right headspace to relax and revitalise. 

Top tips to prepare for your holiday break include:  

  • Plan ahead - prepare a list of issues that might come up while you are away and assign them to people who will be working. If necessary, arrange for the relevant people to have access to your emails or your mailbox so that important correspondence can be dealt with in your absence. 
  • Ensure that people you work with, and people you deal with externally, are aware that you are going on leave, and when you will be back. It also helps to give several weeks' notice that you will be away, so that you are not inundated with requests on your way out the door. 
  • Keep a few clear days before you head off on holidays to deal with last-minute issues and put out fires as necessary.
  • Organise yourself so that you have the items requiring your top attention ready to deal with as soon as you return. 

Once you walk out of the workplace, switch off!

Turn off the phone, turn off the emails, and don't check in - relax and enjoy your time off. In almost every case, things will keep going without you. 

Stuck at work?

Of course, not all of us get time off over the summer period. 

If you do have to work through, try to: 

  • Plan your days to maximise what you can achieve, while still allowing time to re-focus. Make sure you take a lunch break, or find some time to stretch your legs.
  • Keep a positive attitude towards having to be at work - someone will benefit from you being there to help!
  • Motivate yourself by planning a break or some time off as a reward after the busy summer holiday season, even if it is just time spent with family at home. 

managing your stress levels is also key to relaxing

While we're all very familiar with the term, what exactly is meant by "stress"? Stress sparks the fight or flight response, preparing the body for action against a potential threat. Adrenaline and cortisol are released, resulting in a speeding up of the heart rate, metabolism and breathing rate. 

Once, this fight or flight response might have kicked in with a mammoth chasing you across the tundra, but in the modern workplace, it's much more likely to result from your supervisor imposing a tight deadline, or dealing with an angry client or a hundred "urgent" emails! 

Stress is largely inevitable, whether you're dealing with issues at work or navigating long holiday queues at the airport. In many ways, it is an acceptable part of modern living - so long as it is managed correctly. 

The stress response can be helpful in the short-term, but long-term, it can have negative effects on your health. Stress can lead to a variety of conditions including fatigue, high blood pressure and depression. 

how mindfulness can help you deal with stress 

A recent buzzword in human resources and psychology, mindfulness is a useful technique for reducing stress. Mindfulness can help you manage your workload better, improve your concentration, increase relaxation and promote self-awareness. 

It involves reflection, prioritisation and listening, without distractions. It means being present in the moment, thinking only of the task at hand, and re-focusing on your work and its purpose. 

There are a number of mindfulness techniques you can try, including mediation, paying attention to your breathing and progressively relaxing your muscles. 

So whether you are working through or taking time off these holidays, make 2018 the year you return to the workplace relaxed and re-focused, and better able to manage stress! 

And if you'd like to get your 2018 off on the right start, we have training programs available to ensure your workplace investigation is as stress free as possible.