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In recent years, we have made great inroads when it comes to raising awareness around mental health – a subject that has slowly gone from taboo to one more openly discussed. Yet, for those of us who may hold concerns about our own mental health, or that of a colleague, friend or family member, initiating a discussion often remains challenging.
According to figures from the Australian Bureau of Statistics’ 2020-21 study into national 'mental health and wellbeing', more than two-in-five (43 per cent) Australians say they have experienced a mental disorder in their lifetime. Additionally, research by global hiring platform Indeed titled The State of (un)Happiness in the Australian Workforce shows that 72 per cent of workers have felt unhappy in the past year and that almost a quarter of working Australians admit their feelings of unhappiness have lasted at least five consecutive months. A further 90 per cent agree their unhappiness at work affects their mood at home.
These figures indicate that a growing number of Australian workers are dealing with mental health conditions, and for many, this is having an impact on their overall happiness and wellbeing. And while individual experiences, challenges and circumstances will vary, what’s clear is that offering space to discuss mental health at work is of increasing importance.
Employees that are happy at work are more likely to effectively prioritise their tasks, be productive, creatively solve problems, engage with colleagues, and contribute positively to company culture. But if staff are struggling with their mental health, a lack of appropriate workplace support can lead to employees feeling increasingly isolated, disengaged, withdrawn and burnt out.
Business leaders and management teams must actively create and promote safe spaces for their employees to disclose and discuss their mental health needs as a way of not only supporting and retaining their staff, but also ensuring their organisation’s ongoing sustainability.
Signs your employees may be struggling
Being actively observant and engaged with your employees is the first step in spotting the signs of poor mental health, including conditions like burnout and stress. There are varying symptoms of declining mental health and recognising your employees’ usual behaviour will enable you to better identify when there is a shift in how they are presenting at work.
Colleagues who are struggling with their mental health might appear more tired or irritable than usual, become increasingly disengaged, miss deadlines, or become unreliable in either punctuality or attendance. It's crucial for employers and managers to know their staff well so any changes in behaviour that flag mental health concerns can be identified and raised accordingly.
Lead by example
One of the most important things leaders can do to create safe spaces to discuss mental health is to prioritise their own mental wellbeing. Demonstrating positive, healthy behaviours such as switching off from work, taking time away from emails and phone calls, getting regular sleep and exercise, and practicing mindfulness, enables other employees to follow suit. Some leaders may also choose to be open about their own experiences with mental health. Taking the step to be open and vulnerable is a personal decision but one that may encourage other colleagues to do the same.
Establish regular check ins
Regular catch ups to talk about work projects, priorities and tasks can also be an opportunity to check in on wellbeing and mental health. If you do reach out specifically about mental health, it’s crucial to reiterate the reason you’re checking in is because you care about the staff member.
Before you start, make sure you’re prepared and know what resources are available for support. Hold the conversation in a quiet, private space and be open to actively listening without judgement or time constraint should they decide to open up to you. Find out if they are ready for help, and after a few days, follow up to see how they’re feeling.
Offer appropriate support
Be familiar with the range of resources your organisation offers to support mental health. This might be access to an Employee Assistance Program, mental health leave, or suggesting they speak with their GP. There are also telephone helplines available and online resources they can access.
Being able to point your colleagues in the direction of either anonymous or personalised support is paramount. While some businesses may offer training on how to manage and support mental health in the workplace, this should be supplemented by more formal support from mental health specialists.
Being able to spot the signs that a colleague is struggling with their mental health and asking how you can support them is the first step in opening up a conversation. Not everyone will want to discuss their mental health, but regular check ins, remaining available for a chat, and offering resources for professional mental health support will ensure that employees feel supported regardless of how open they choose to be about how they’re feeling.
Peta Sigley is the co-founder and chief knowledge officer at Springfox
Note from the editor: if you’re currently experiencing any of the issues we’ve discussed above and would like to reach out for help, you may wish to contact Lifeline: www.lifeline.org.au
Shandel McAuliffe
Shandel has recently returned to Australia after working in the UK for eight years. Shandel's experience in the UK included over three years at the CIPD in their marketing, marcomms and events teams, followed by two plus years with The Adecco Group UK&I in marketing, PR, internal comms and project management. Cementing Shandel's experience in the HR industry, she was the head of content for Cezanne HR, a full-lifecycle HR software solution, for the two years prior to her return to Australia.
Shandel has previous experience as a copy writer, proofreader and copy editor, and a keen interest in HR, leadership and psychology. She's excited to be at the helm of HR Leader as its editor, bringing new and innovative ideas to the publication's audience, drawing on her time overseas and learning from experts closer to home in Australia.
