Mental Health

Mental health

I’m not sure the words ‘Mental health and wellbeing’ would have been discussed on a regular basis in all work environments 20 years ago. It was no doubt perceived as a taboo subject and a lack of understanding would have ensured it was ‘flippantly’ thrown to one side by many people who felt it is a sign of weakness.

How times have changed, for the better.

Social recognition, employer recognition and improved knowledge of this subject is creating a working environment which is far more positive than it was all those years ago.

Or is it?

Are these just ‘buzz words’ some organisations promote, or something that they believe in and see the value of.

Below are some reminders of the symptoms and suggestions to help people understand what to look for and how to respond.

What are the signs?

Unfortunately, the signs that someone is suffering with their mental health can be missed or put down to other factors. It is hidden. Not visual. It’s psychological. Not physical. Being aware of changes to colleague’s behaviours and moods can be a good indication and the signs can include, but are not limited to:

·     Being confrontational and unwilling to cooperate.

·     Timekeeping is inconsistent.                               

·     General decision making is questionable compared to previous experience.

·     Signs of suspected alcohol or drug misuse.

·     Quieter than normal and slightly withdrawn.

·     Extremes of emotion.

Support inside the organisation

·     Look for changes. Don’t wait for a complaint or an issue to be raised. Intervene.

·     Talk openly and informally with colleagues. The more structured it is the more resistance you may encounter.

·     Prepare a policy on mental health and wellbeing. Use it as part of your induction. Ensure colleagues have access to this policy. It shows commitment.

·     Develop a risk assessment but involve other people. Get their feedback as they may have great ideas on some of the issues within the organisation.

·     Have open talks with team members. Let them know you realise the importance of the subject. They may not respond immediately, but they know the subject is important to you.

Support outside the organisation

Actively work to support individuals and create an environment where those with mental health conditions can talk to someone or seek guidance from other sources such as MIND. 03001233393 www.mind.org.uk

If a colleague feels valued and believe that you understand the subject, there is a good chance they will be open and talk. If they don’t talk, provide them with information on how to seek help.



Stay safe.