Leadership

This is an example course on workplace health and safety compliance you can use as a template. 

This course aims to shed light on mental health issues, empower leaders and managers to spot the signs of mental health issues, know how to prevent & intervene when necessary, and how to maintain a culture where all employees are supported and empowered to thrive in the workplace. 

Have you been feeling consistently stressed at work lately?


Do you ever catch yourself making more mistakes at work than usual?


Do you feel increasingly more burned out with work?


If your answer to all of these questions is YES, it may be a sign that your mental health at work is declining.


In this course, we'll be discussing
Mental Health in the Workplace.


WELCOME!
Mental health and mental health-related symptoms are some of the most common reasons an employee may take time off from work.


The effects of a mental health issue can keep productivity and revenue down in the workplace and create unrest within the culture of the company.


LESSON OBJECTIVESIn this lesson, you’ll be able to:Define what is a mental illness,Identify common types of mental illness,Enumerate the impacts of mental illness, andKnow what to do when a colleague has a mental illness.


Let's discuss the effects of poor mental health as mentioned in the examples on the previous slide.


Why is workplace mental health important?
Swipe left to see more


When the staff feels happy and well cared for, they are more engaged, more motivated, and more loyal.


Good mental health should be a priority for any business and implementing it needs to involve more than just the HR department.


Thus, employee mental health should be a priority for senior leadership.


As many as a third of employees would consider leaving their job if they didn’t feel looked after by their employer and a further 21% would be less motivated and productive.


Companies can promote mental health by:Safeguarding staff wellbeing,Addressing problems before they become severe, andSupporting staff when issues do emerge.


Although its symptoms may seem prevalent in a lot of people, this does not automatically make them mentally ill.
Aside from having symptoms, one must consider many things, i.e., duration, severity, and family history, for a diagnosis to happen.
The DSM-5 has specifications for these illnesses, which are only diagnosed by psychiatrists.
If you suspect a colleague has a mental illness, do not immediately jump to conclusions.
You may refer them first to a mental health professional.


Remember!


Mental Health Issues 

Mental health issues affect nearly 1 in 5 people at some point in their lifetime.Chances are high that someone in your workplace is afflicted by a mental illness.


However, mental illness isn’t easy to recognise.
With the stigmas surrounding mental health, employees who are already struggling may be reluctant to come forward.


Knowing the warning signs and creating a culture of care often result in positive outcomes.
Yet, less than half of people experiencing mental health conditions get help.


Untreated mental health conditions can be costly to employers in terms of lost productivity, low-quality performance, loss of high performing employees, and rising disability rates.


The more we know about the warning signs of common conditions in the workplace, like depression and anxiety, the more proactive we can be in supporting ourselves and others.


LESSON OBJECTIVES
In this lesson, you'll be able to:
Identify signs of poor mental health in the workplace,
Understand the key aspects of an employee's well-being, and
Learn how to approach employees with mental health issues.


Signs of Poor Mental Health in the Workplace


Unkempt AppearanceEmployees with poor mental health might find it difficult to keep up their appearance and may have poor hygiene habits, or dress inappropriately at work, among others.


Mood Swings, Emotional Rollercoasters, and Erratic Behavior
Even at work, mental health problems can result in mood swings and inconsistent emotions, where there may be extreme highs and lows. Behaviors may seem strange and/or turn unusual quickly as well.


Easily Irritated, Frustrated, or AngeredThe anxiety and stress associated with mental health problems may cause people to get easily frustrated or irritated.This can be noticed in how they approach projects or react to co-workers.


Changes in Eating or Sleeping BehaviorsPeople with mental health concerns may not show drastically evident symptoms.It is easy to spot these symptoms in employees who don’t eat at lunch, refuse to eat with co-workers, and are sleep deprived.


Confusion or Inabilityfor Problem SolvingAnother sign of a mental health issue in an employee is difficulty focusing or solving problems, or getting easily confused.


Unnecessary Fear or AnxietySome employees with mental health issues may be paranoid about co-workers or employers, anxious about keeping their job, or have fears about small things.These fears and anxieties are typically beyond a normal rationale.


Decrease in ProductivityWhether it’s because of fatigue, lack of sleep, anxieties, or something else, mental health issues make it hard to focus and be productive.If an employee’s productivity is down, it may be a symptom of a deeper, mental illness.


Self-Isolation
Employees who seem withdrawn from co-workers and the social culture at the company may do so as a symptom of mental illness.
Many people with mental health concerns suffer from isolation, loneliness, and self-loathing.


Self-Medication
As a way to self-medicate, employees with mental health issues may turn to alcohol, drugs, food, sex, or another addiction.
This is typically a more urgent sign that an employee needs help.


Celine has worked as a manager in Company A for two years. She is known for her upbeat and friendly personality.


Celine's team usually exceeds their monthly targets and never misses deadlines. She is consistently lauded for being a meticulous and encouraging leader.


For the past month, however, the team has noticed that Celine has become increasingly more lethargic. She is visibly more withdrawn in the workplace and has become less meticulous in her feedback.


Celine shares that she has not been sleeping well and forgets to eat lunch often. Instead, she smokes cigarettes during her lunch breaks.


Which signs of poor mental health are noticeable in Celine’s situation?


Spotting the Signs

Mental health can be a very personal and sensitive topic of conversation to have between employees, co-workers, and employers.


Never discriminate against someone with a mental illness.
People suffering from mental health issues don't have a choice in what to feel.
Given the chance, they would prefer that their mental health do not affect their life.


Mental health concerns are unlike other performance-related issues and therefore, the approach must be different and more empathetic.


There must always be a plan not just for the benefit of the company, but for the employee as well.


LESSON OBJECTIVES
In this lesson, we will discuss how to prevent, intervene, and protect employees from foreseeable mental health triggers.


How can intervention be practiced?Swipe left to see more


Provide SupportEmployees must know what support is available through the company’s intranet or employee handbook.Throughout the year, there may be reminders of what is available and how to access the resources.


Provide GuidanceOffering guidance may help employees become more resilient and able to positively adapt to change in the workplace.


Keep In TouchKeeping in touch is one of the ways to ensure employees don’t disengage from the workplace and let them know that support is always available.


Offer Stress ManagementThere may be accessible guidance on how to manage stress.Problems with stress arise when there is an imbalance between what is expected of someone and their beliefs about whether they can meet those demands.


Check inHaving regular, informal ‘drop-in’ sessions with someone from HR, or even a third party, to encourage employees to talk through any issues they may be experiencing may be beneficial.


Provide Mental Health Awareness TrainingTraining and resources for line managers to empower them to spot the signs of mental health issues may be given. Companies may follow up with them to ensure they have taken this on board and understand how this applies to their own role.


Have Assistance ProgramsProviding Employee Assistance Programs to provide additional support may benefit employees.These can offer a range of services from counselling to legal advice.


Offer Options for Professional help.An Employee Assistance Program will have plenty of resources available to help managers become more comfortable with the issues relating to mental health.


**Be accomodating. **
Flexible working and accommodations for all staff to work from home may be offered.
During a period of stress or worry, companies may consider providing the option to work from home if employees need to be in more relaxed surroundings.


1Employees may have benefits for mental health.
2Employees may have accessibility to professional help.Employees may make use of Occupational Health services, professional third parties, and charities to address health problems and make any necessary adjustments in the workplace.
3Establish Return to work plans. Companies may develop a tailored and phased return-to-work plan to help employees ease into the workplace when ready.
4
Return to work interviews
These ensure the employee hasn’t come back too early and can help you get to the root of a problem, as well as being an effective tool for absence management.
5Do regular check-ins.Often, support can drop off once they are settled back in the workplace, but it is important to have an ongoing and meaningful dialogue to prevent problems from recurring.


How are employees protected?


Which of the following are the correct steps to protect and support an employee’s recovery process?


Prevention & Intervention

The Mental Health Foundation in the UK says that 9 out of 10 people with mental health problems experience stigma and discrimination.


Mental health is still a taboo subject in the workplace.
A survey shows that 56% of employers said that they would not hire someone with depression even if they were the best candidate for the job.


To break this taboo and create an open, caring, and supportive culture within the workplace, it’s important to have the board on the side and take a top-down approach.


If leaders are speaking out on the issue, perhaps even drawing on their own experience, then this attitude will trickle down to managers and then staff.


Addressing stigma and discrimination by building a supportive culture in the workplace is critical to ensuring that people can come forward and seek help.


We all have a role to play in chipping away at the stigma and creating a workplace culture supportive of mental health so people are encouraged to seek help when it’s needed.


LESSON OBJECTIVES
In this lesson, we will discuss how to:
Create a supportive culture for employees with mental health issues,
Create a mentally healthy workplace, and
Perform some strategies you may do to ensure the continuation of a healthy culture.


Creating Supportive Work Cultures
The following are the ways in creating supportive work cultures.


Increase AwarenessGive employees access to mental health education and resources from national organizations.A company may also develop its own initiatives and programs!


Offer Training to ManagersCompanies may provide opportunities for managers to attend relevant mental health training.Every employee is different. One-size-fits-all solutions seldom ever work.


Encourage Work-Life Balance
Work-life balance is an essential aspect of a healthy work environment and employers should offer flexible work options.
This helps reduce stress and prevent burnout.


Mental Health PoliciesPolicies to prevent discrimination and stigma around depression in the workplace contribute greatly in getting rid of stigma. If policies are already in place, review and see if they can better support employees.


Treat People FairlyFairness allows room for employees to state how they want and need to be treated.Assuming that employees share values and preferences will create a climate of low diversity and inclusion– be mindful of those who get excluded from company values.


Provide Screening ResourcesEmployees’ mental health can be given importance by encouraging participation in free and anonymous online screenings.


Monitor Employee Engagement
Pay attention to engagement surveys.
Employee engagement is also a preventive measure for your employees from developing health issues.


1
Make mental health self-assessment tools accessible.
2
Offer free or subsidized clinical screenings for depression.
This must be followed with direct feedback or a clinical referral, if appropriate.
3
Offer fair health insurance.
Employees with mental health issues will need financial help for their medications and counseling.
4
Offer counseling as part of health insurance.
Provide free or subsidized lifestyle coaching, counseling, or self-management programs.
5
Ensure mental health awareness.
Distribute materials, such as brochures, flyers, or videos, to all employees about mental health awareness.
6
Host seminars or workshops.
These must address depression and stress management techniques, i.e., mindfulness, breathing exercises, and meditation.
7
Create spaces for relaxation in the office.
8
Train the management.
Provide managers with training to help them recognize the signs and symptoms of stress and depression in team members.
9
Democratize decision-making.
Give employees opportunities to participate in discussions and decisions about issues in the workplace that cause them stress.


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Mental Health in the Workplace

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