Taking Care of Your Greatest Asset - Your People
As a company Cairney & Company recognise the global impact of mental health on the workforce and the responsibility as an employer to take care of your greatest asset: your people. Employers have a duty of care for the health and safety of their staff, especially in relation to their emotional, psychological and social well-being within the workplace. Good mental health is an important aspect of workplace well-being with studies showing that a happy, health workforce is key to business success.
In 2017, Scotrail took it upon themselves to show their support for their employee’s mental well-being with the assistance of Nuffield Health. As a result of more than 100 of their employees experiencing significant emotional challenges at work and wanting to avoid long term emotional problems in the workplace such as post-traumatic stress disorder, Scotrail, with support from Nuffield Health, offered train drivers who had suffered traumatic experiences at work, emotional well-being support. Their hands-on approach was a great success as they were able to assist in returning employees back to good health quicker while providing the right support mechanisms. As a result of the success of this pilot the company extended the service to all employees.
One in four people in the UK experienced a mental health problem this past year. Employers must take steps to support their people, acting both honestly and professionally in order to effectively encourage individuals to open up and feel they have a safe place, without judgement, to share how they are feeling. Mind UK state that 1 in 6 workers are dealing with a mental health problem such as anxiety, depression or stress which can in turn have an impact on the individual’s performance at work.
They offer a 4-step guide to assist employers on how to look after and support staff who are experiencing a mental health problem:
Step 1: Create a culture that supports staff to be open about their mental health.
1 in 5 people feel they can’t tell their boss that they feel stressed at work. Having a clear mental health strategy and policies in place that signify to employees that their mental health matters to the organisation and being open about mental health issues will lead to ongoing emotional support, rather than discrimination within the workplace, and will encourage openness and disclosure.
Step 2: Have a conversation with someone about their mental health.
Employers must appear approachable in order to encourage people to both talk and seek advice. Be aware of any key warning signs of mental health problems: change in people’s behaviour or mood, changes in their work output, levels of focus or motivation, changes in their appearance e.g. they appear tired, anxious or withdrawn or changes in their eating habits or appetite.
Step 3: Support someone experiencing a mental health problem.
If someone is brave enough to open up dialogue and disclose how they are feeling, listening and then developing positive steps and joint coping strategies will demonstrate that you care about their welfare. Remain positive and work together to find a suitable solution for both parties.
Step 4: Manage an employee’s time off and their return to work.
Supporting absence due to mental health issues and the right support to return to work only happens through both demonstrating an understanding of the situation and maintaining regular open and meaningful conversation. Touch base on how they are doing and communicate clearly with the team to ensure that they understand the situation.
The four steps, slightly condensed, suggested by Mind UK are only some of the many ways in which a responsible employer can look after their key asset: their people.
Every organisation and situation is different. Create the right strategy and process for your organisation, but the key point is to have one!