Navigating Mental Health at Work: Strategies for Success
My own personal journey with anxiety and mental health
I’ve shared my personal journey dealing with anxiety, a struggle that peaked during my first corporate role a decade ago. It was a challenging period where I had to muster the energy to control my anxiety while maintaining a brave front at work.
Over time, I discovered a path to improvement through a deep dive into psychology, mental health, and various therapeutic approaches like meditation and neurofeedback. Though the journey took 5-10 years, I can confidently say I've achieved a 90% improvement. This is massive for me and has seriously changed EVERYTHING. No more shakes, no more hiding, no more heart palpitations - ah, bliss!
This subject holds personal significance for me due to a family history of mental illness, fueling my mission to find solutions for both myself, my family and my clients.
Debunking Myths and Addressing Stigma:
Despite strides in mental health awareness, stigma persists. Employers and employees may view mental health management as cumbersome. It's essential to recognize that individuals dealing with mental health issues can bring unique and creative perspectives to the workplace. With the right support, these individuals can contribute creatively and innovatively, proving beneficial for both personal growth and business success.
Frequently Asked Questions (FAQ):
Can we ask someone if they have a mental illness?
While employees aren't obligated to disclose personal medical information, during interviews, it's acceptable to inquire about pre-existing conditions relevant to job requirements.
What do I do if a worker is displaying symptoms of mental illness but they have not told me about any issues?
There is no legal obligation for a worker to disclose information about their mental challenges. While you may find this frustrating, disclosure is often a difficult choice for a worker to make.
Encouraging a psychologically safe workplace fosters trust, potentially leading to voluntary disclosure. Creating a workplace that's supportive and understanding encourages trust. Sometimes, the best thing you can do is foster an environment where employees feel safe to share.
What are my responsibilities when a worker has not disclosed their mental illness?
A worker may choose not to disclose their mental illness to you, even when it is evident that they are not coping in the workplace.
If a worker is having difficulty performing the key requirements of their job, and this might be related to mental illness I’d suggest:
ask if there is any assistance or workplace adjustment that could assist the worker in performing their job
offer the choice of seeking confidential support from an Employee Assistance Program or equivalent outside professional advice.
offering flexible working arrangements (e.g. job rotation, variable start and finish times)
changing the workplace or work area (e.g. moving a worker to a quieter work area)
purchasing or modifying equipment
How do you balance mental health with performance standards?
Applying standard performance management to all workers is crucial. Encouraging open discussions and exploring reasonable work adjustments helps balance personal and professional boundaries.
Encourage and enable the worker to discuss the performance concern and whether there are any health issues that may have impacted on their performance.
As with all workers with performance issues, you need to:
address your concerns with the worker in a sensitive manner by identifying work-related adjustments to assist them meet the inherent requirements of the position
provide a timeline to implement the work-related adjustments
ensure that you and the worker are both clear about the requirements of the job and standards for performance
undertake disciplinary action or termination if:
it is not a result of mental illness
it is directly related to performance or an inability to perform the key requirements of the job
it occurs after considering whether reasonable adjustments are possible.
How can you encourage an employee to get help when you can see their mental health is affecting others at work?
Addressing an employee's mental health when it affects others involves addressing any unacceptable behaviour, offering workplace adjustments, and suggesting confidential support options (such as EAP). Recognizing that the journey to mental well-being takes time is crucial.
How can you manage your own mental health when you work with people that have preconceived ideas/stigma about it?
Firstly, if you’re struggling with mental health issues, keep doing what you’re doing to support yourself and get the help and support and healing you need. This could include seeing a psychologist, EAP, medication, exercise, coach… and/all the things that you know work for you.
Then the other part is educating colleagues about mental health, which is vital. This could include getting a mental health expert in to run a workshop with the team to close this information gap for the team.
Share the facts, because mental illness is just as real as a broken leg. It affects every part of a person, and with understanding and support, the journey from surviving to thriving becomes possible.
From surviving to thriving IS possible.
Navigating mental health in the workplace is intricate but necessary for fostering a healthy, productive work environment. By dispelling myths, addressing stigma, and implementing supportive practices, businesses can contribute to the well-being of their employees while achieving success. It's a journey from surviving to thriving, and with the right approach, healing is not only possible but transformative for individuals and the organizations they serve.
To listen to Emma Campbell’s full podcast on this topic, tune in Balancing Mental Health and Performance at Work.