According to a survey conducted by Australian Unions, mental health is the fastest growing threat to employees’ health and safety in the workplace. 4 out of 10 Australian workers who reported poor mental health in the previous 12 months found it difficult to initiate a conversation at their workplace as they believe they need an expert to have those personal conversations.
With the pressures of everyday life, such as health, financial pressures, workload, cost of living, and personal issues, we are seeing an increase in the level of anxiety and stress. Even though mental health conditions are prevalent in the Australian population, it is unfortunate that people living with them may still be stigmatised. For some people, it can be frightening to open up about their mental health to others as they’re unsure how they will react.
Identifying and assisting those struggling with their mental health is a significant challenge for many businesses. It is something that can’t be easily recognised, and the topic must be handled with care. To help your employees in dealing with stress, and make them feel safe and heard at work, it’s best to be direct and regularly check in and ask if they’re ok. This simple question can open the door for them to talk about what’s going on and what they might be struggling with.
As a manager, colleague, or friend, if you notice that something isn’t quite right with someone you know – whether it’s something going on in their life or a change in behaviour – trust your instincts. Simply asking them if they are okay shows that you care and allows them to talk about what is bothering them. Ask them, “Are you OK?” If the answer is “No” don’t panic, you might feel awkward or believe that you are insufficiently qualified to provide proper guidance. However, you don’t have to be an expert to do it.
Here are some tips that will guide you through how to respond appropriately and safely to anyone who says they’re not OK.
Prepare Yourself for the Conversation
It’s fine if you don’t know where to start. Simply be supportive and caring, just as you would for a friend. Take some time out of your schedule to talk with them at their desk or invite them for a cup of coffee during work or after hours. Don’t force your colleague to reveal what’s going on with them, simply let them know that you’ve noticed that they seem different. They may not want to discuss the issue when you first bring it up, but by letting them know you’re there, you’ve planted the seed for future conversation.
Listen Carefully
Be prepared to be in a good headspace and be ready to listen to their concerns, without interrupting, jumping to a conclusion, or inserting your own experiences. Try to sit patiently and be conscious of your body language to allow the person to fully express their emotions. If they get emotional or angry, try not to take it personally and explain that you are simply concerned and want to help.
Offer Assistance
Once they’ve opened up, encourage them to access support or to do something that might lighten the load. Let them know that you respect their privacy and ask them if there’s anything you can do to help them and recommend any professional services that you believe would be beneficial to them. Always remember many people suffering from mental illnesses find the process of seeking mental health support to be overwhelming. Suggest some options for action that can include talking to a loved one, a trusted friend, their doctor, or an Employee Assistance Program (EAP).
Follow up
It is a good idea to follow up on any previous conversations. Check in with the person in a week or two, after your first conversation, choose the appropriate time and location. Enquire how they are feeling and whether they can manage things better than before. Do not be disappointed if they don’t want to discuss the issue further, simply let them know you’re still there for them and ready to help.
Here’s a practical guide to help you ask the question in a safe and supportive way.
