Mental Health: Positive Work Culture is Vital
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Alison Xamon of Western Australian Association for Mental Health presented a session on workplace mental health at the May Go Green @ Work network meeting.
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Mental Health: Positive Work Culture is Vital
- 1. Mental health: Positive work culture is vital Alison Xamon President WA Association for Mental Health 7th May 2015
- 2. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 Waamh • Western Australian Association for Mental Health • Peak body for mental health sector in WA • Incorporated in 1966 • Largely funded by, and works with WA’s Mental Health Commission • Large membership base, predominantly community mental health services, but also individuals and number of other organisations
- 3. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Our vision is to lead the way in supporting and promoting the human rights of people with mental illness, their families and carers, through the provision of inclusive, well-governed community-based services, focused on recovery. Our Vision
- 4. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 Our three key areas of work:
- 5. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 Mental health is everybody’s business • Mental health affects employers, employees, and families • 1 in 2 people will experience a mental health issue in their lifetime • 1 in 5 affected any given year • 5 in 5 people will know of someone • Positive culture is vital for maintaining a mentally healthy workplace
- 6. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 Today’s main topics • What is mental health? • Why mental health in the workplace is important • Creating positive work culture • Changing work environments • How employment enhances mental health • What can employers do? • What should employees do? • How can you help someone? • Where to find professional services and further resources
- 7. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 What is mental health? • Mental health is having a sense of wellbeing, confidence and self esteem • Being mentally healthy enables us to fully appreciate and enjoy other people, day-to-day life and our environment • We can form positive relationships, use our abilities to reach our full potential, and form resilience to deal with life’s challenges.
- 8. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Attract the best candidates • Improve team morale • Higher staff productivity • Establish a strong public profile • Positive reputation and brand • Reduced Absenteeism • Decreased staff turnover • Higher staff and skills retention • Lower overhead costs • Save time recruiting, replacing and training staff Mentally healthy workplaces
- 9. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 Unhealthy workplaces • High levels of stress • Sleep disturbance • Impaired ability to make decisions • Reduced output and performance • Concentration problems • Loss of self-confidence • Depression • Anxiety, hypersensitivity, panic attacks • Post Traumatic Stress Disorder • Incapacity to work • Loss of energy, team morale and self-esteem • In extreme cases, risk of suicide
- 10. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Pressure from competitive work environments • Vulnerability to redundancy • Job uncertainty • Managing workload • Job description or fit • Lack of recognition or engagement • Balance between work and family • Demands of modern technology with people accessible 24/7 Changing work environments
- 11. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • A workplace mental health and wellbeing program can eliminate many of the costs associated with mental health issues • Employers have obligations to provide a safe and healthy environment, including psychologically. • Employees have an obligation to protect their own mental health and contribute positively to a workplace culture • By having the right policies and procedures in place, and maintaining a positive culture, workplaces are able to successfully support people who may be vulnerable to mental health issues Creating positive work culture
- 12. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Right policies and procedures • Access to referral services • Approach issues sensitively • Encourage team cohesiveness, with everyone one the same side, working towards a common goal • Promote people with the right leadership skills • Hire the rights skills for the right role • Train, grow, educate and mentor your staff • Get involved with Mental Health Awareness Week What can employers do?
- 13. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Include mental health in toolbox safety talks • Grab a guest speaker to talk to your staff • Up-skill managers with mental health training courses • Endorse relaxation techniques • Encourage healthy behaviour with nutrition and exercise • Display posters / signage on mental health in common areas • Review your OHS policy to ensure it addresses mental health • Remind staff about their free access to EAPs Some ideas
- 14. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Look after yourself • Have interests outside of work • Employ a positive attitude • Employees need to take responsibility too! • Find a job that gives you purpose and uses your strengths • Take annual leave and your lunch break! • Practice mindfulness or meditation • Everyone has a role to play in creating a positive culture • Find your passion – learn a new skill or volunteer What can employees do?
- 15. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • You may be concerned about someone • Approach sensitively - think about time, place, tone • Frame the conversation • Let them know what behavioural change you’ve noticed • Ask if they agree • Listen!! • Sometimes just talking will be enough • Refer to professional advice if necessary • Positive cultures allow people to feel safe speaking up • Make it clear – it’s NOT an expectation to disclose a mental illness if it is being managed properly and having no effect on your performance at work. How can you help someone?
- 16. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • Where can you refer people? • You may be a manager, friend or kind ear – but you are not a psychologist or clinician! • It’s important NOT to diagnose or label anyone experiencing distress at work • After you’ve followed the correct approach steps, further advice or assistance may be required • Employee Assistance Program (EAPs) • Community Mental Health Services • Talk to your GP Professional services
- 17. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • The importance of employment for positive mental health and wellbeing should not be underestimated, providing: • Sense of purpose • Belonging to a team or company • Improves self esteem and confidence • Teaches new skills and knowledge • Promotes social inclusion • Creates routine • Financial independence • Improves social relationship building Employment = good mental health
- 18. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 • WAAMH • BeyondBlue • Brain Ambulance • Blooming Minds • SANE Australia • Black Dog Institute • Diabetes WA • This FIFO Life • Mental Health Week • The Mentally Healthy Workplace Alliance • Return to Work Further resources
- 19. Mental Health & Smoking: Clearing the Air Workshop 14 Oct 2010 Contact Alison Xamon info@waamh.org.au waamh.org.au 08 9420 7277 Follow us on Twitter @TheWAAMH Find us on Facebook, LinkedIn, YouTube, and Flickr
Notes de l'éditeur
- Intro It’s nice to have the opportunity to speak to you all and it’s great to see that you all want to learn more about mental health in the workplace and promoting a positive work culture.To start with, has anyone heard of WAAMH before? Anyone want to hazard a guess at who we are or what we do?
- For those who don’t know - we are the Western Australian Association for Mental Health or WAAMH for short. We’ve been around for more than 50 years and are the official peak body for mental health in WA. We represent a large membership base, largely made up of community mental health services in the State.These community groups are non government agencies and provide a critical network of non-clinical services that support people affected by mental illness and their families to live valued lives in the community. But we also have corporate associate members and other community partnerships too.
- To provide some background on what WAAMH does and hopes to achieve:Our vision is to lead the way in supporting and promoting the human rights of people with mental illness, their families and carers, through the provision of inclusive, well-governed community-based services, focused on recovery.
- To fulfil this vision, we engage in three core areas of work: 1. We advocate for effective public policy on mental health issues We deliver workforce training and develop the capacity of the community mental health sector. We promote positive mental health, wellbeing and resilience to the general public through community education and awareness campaigns, such as Mental Health Week, and these types of seminars.
- I’m here today to talk about mental health in the workplace.Mental health issues can affect anyone - employers, employees, families and colleagues. It’s estimated 1 in 2 people will experience a mental health in their lifetime 1 in 5 people will experience a mental health issue in any given year And, arguably, 5 in 5 people will know of someone affected a mental health issue In this session, I’ll discuss some practical tips to ensure your workplace promotes good mental health, and in turn creates a healthy workplace culture. But it works both ways – a positive work culture also promotes good mental health. Today, my talk will based largely on what I mentioned in my epilogue of the workplace mental health lift out, of which I have free copies of available for you today. There is also stack of other useful, timeless information, case studies, and tips in this magazine for maintaining a positive work place culture towards mental health.
- My main topics I will cover today include:Why a mentally healthy workplace is so important What is good mental health? Why employment is good for mental health How to achieve a positive work culture in our ever changing work environments What can employers do? What can employees do? How can you help someone? Where to find professional services
- It’s important to define what mental health is and clarify its difference to the terms ‘mental illness’ or ‘mental disorder’. The World Health Organisation defines “mental health” as ‘A state of complete physical, mental and social well-being, and not merely the “absence of disease". It is related to the promotion of well-being, the prevention of mental disorders, and the treatment and rehabilitation of people affected by mental disorders.’ WHO defines mental disorders as comprising a broad range of problems, with different symptoms, generally characterised by some combination of abnormal thoughts, emotions, behaviour and relationships with others. Most disorders can be successfully treated. Good mental health is having a sense of wellbeing, confidence and self esteem It enables us to fully appreciate and enjoy other people, day-to-day life and our environment When we are mentally healthy, we can form positive relationships, use our abilities to reach our full potential, and form resilience to deal with life’s challenges.
- Creating a mentally healthy workplace is just as important as maintaining a physically safe one. Mentally healthy workplaces: - Attract the best candidates Improved team morale Strong corporate culture Positive reputation and brand Higher productivity Reduced Absenteeism Decreased staff turnover Higher staff and skills retention Lower overhead costs – For every $1 invested in good employee mental health, businesses will save $2.30. Saving time from recruiting and training new staff
- If mental health issues are not addressed in the workplace, the personal and financial costs are immense for everyone. Mentally unhealthy workplaces have the potential to cause: High levels of stress Sleep disturbance Anxiety Panic attacks Post Traumatic Stress Disorder Depression or a sense of isolation Impaired ability to make decisions Reduced output and performance Incapacity to work Concentration problems Loss of self-confidence Loss of energy, low team morale Lower self-esteem Hypersensitivity In extreme cases, risk of suicide
- Mental health awareness in the community and at work has never been more important. We are in an era of rapidly changing workplaces and employer obligations to provide a safe and healthy environment, including psychologically. In the current climate, people may be facing: Pressure from competitive work environments Vulnerability to redundancy and job uncertainty Employees may be struggling with: managing their workload, Job description or fit Lack of recognition or engagement Balance between work and family Demands of modern technology making people accessible 24/7
- Through a workplace metal health and wellbeing program, many of the costs associated with mental health issues can be eliminated. It’s important to remember that establishing a good workplace culture is a dual responsibility, between both employers and employees. Employers have obligations to provide a safe and healthy environment, including psychologically. Employees have an obligation to protect their own mental health and also need to take responsibility for contributing to workplace culture By having the right policies and procedures in place, and maintaining a positive culture, workplaces are able to successfully support people who may be vulnerable to mental health issues. Positive cultures allow people to feel safe speaking up.
- We encourage employers to take the necessary steps in identifying potential problems in the workplace, create positive work cultures and educate staff, in order to prevent mental health concerns developing into serious issues. Informing staff where they can find help is a crucial step in early prevention and interventions.Promote people with the right leadership skills - good managerial and personable skills don’t always equate to how long people have been with the company or other technical capabilities they may have. Find the right fit and appoint people to roles which use their strengths and skills set.Train , grow and mentor your staff.
- You can also reduce stigma about seeking help, by encouraging mental health awareness. Some ideas: Include mental health in toolbox safety talks Grab a guest speaker to talk to your staff Up-skill managers with mental health training courses Endorse relaxation techniques - mindfulness or meditation Encourage healthy behaviour on nutrition and exercise Visible posters / signage on mental health in common areas Review your OHS policy to ensure it addresses mental health Remind your staff about their free right to the Employee Assistance Program (EAP) and how to access it.
- It’s not only employers and managers who need to take responsibility for workplace culture. Employees need to take responsibility too!Once good policies and leadership are in place, there are steps employees can take towards protecting their own mental health and wellbeing. Looking after your own emotional wellbeing means you proactively help contribute to a positive atmosphere and pleasant team environment. Here are some tips: Eating nutritious food, staying hydrated, and doing regular exercise all helps us feel well and positiveGet a good nights sleep, so you are properly rested and recharged ready for the next day Have interests, hobbies and recreational activities outside of work that have meaning for you Lighten up and don’t take yourself too seriously – having a laugh can make a world of difference. Job satisfaction is important – Find a job that provides you with meaning or for a good cause. Identify your skills and strengths and apply for roles accordingly. Organise your day, your week, your schedule – This way you won’t feel overwhelmed or react negatively to unnecessary stress or varied tasks. Take annual leave and your lunch break! – Get away from your workspace and take some time outdoors to pause and reflect Practice mindfulness, mediation, yoga or other relaxation techniques before work Limit alcohol and caffeine in take - believe it or not, there are other ways to feel energised! Walking for 30 minutes boosts your energy levels and make water your drink of choice.
- In your workplace, you may be concerned about someone, or notice they are reacting intensely to constructive feedback or seem more sensitive than usual.Many people can easily identify that they have noticed changes in someone, but they often don’t know how to approach the person. They don’t want to intrude; yet they do want to offer support. They don’t want to say the wrong thing; but they don’t want to say nothing. Try and aim to have open and respectful conversations with the people you’re concerned about. Here is a brief guide on how best to approach the mental health topic in the workplace.APPROACH THEM SENSITIVELY – TIME, PLACE, LANGUAGE - Choose a time when you can dedicate your full attention to the person. Neither of you should feel rushed, nor be likely to be interrupted.- The place should both feel safe and private. - You have the best chance of engaging positively with the person if your language is respectful and non-judgemental. 4 STEPS TO HAVING THE CONVERSATIONSTEP 1. FRAME ITBefore you have the conversation with the person consider whether your observations and concerns are related to their work performance or to their personal wellbeing. Do you have a leadership role with the person, or not? This will determine the way you frame the conversation – it’s boundaries and likely outcomes. If your issue is of personal concern only, you can choose to raise your concerns with the person but be prepared not to go any further if the person does not want to discuss the issue with you.If your observations are indicating a work performance issue and you are in a position of responsibility for this person, you will need to frame the conversation as being related to professional concern. You are providing the person with the opportunity to raise any issues that may have affected their work performance, and if they do so then you will discuss possible adjustments with them. However if they choose not to discuss any contributing issues (such as personal or mental health problems) then you will still need to deal with the performance issues. STEP 2. “I’VE NOTICED ...” The next step is to describe what you have noticed that has led to your concerns. Keep your observations objective and measurable – you should not be attempting to give them a diagnosis or be stating your personal judgements and opinions. Outline the observed change in their behaviour or simply say: “I’ve noticed...”. Try to only focus on their behaviour, and not your interpretation of what this behaviour might mean. STEP 3. “HAVE YOU NOTICED ..?”Asking them “Have you noticed...?” or “Is that true for you?” or ‘Is there something going on with that?”, gives them an opportunity to connect with you if they choose to do so. It helps them to clarify if you are on the right track or if there is some other reason for their behavioural changes. STEP 4. “ZIP IT!” The final step in the process involves you not saying anything: ‘Zip It!’ Many people find this the most difficult stage, but it is vital that you let the person find, organise and relay their thoughts to you, if they choose to do so. You sometimes need to be silent for twice as long as you think is socially appropriate, to allow the person time to catch up with their thoughts, and to decide what they are willing and comfortable to disclose in this situation.
- When listening to someone experiencing distress, it’s very important NOT to try diagnose, assess or label them with a type of disorder You are a professional colleague or manager - but not a psychologist or clinician!You can recommend or refer them to find a professional services though. Employee Assistant Programs provide a host of wonderful benefits for all employees and are both confidential and covered financially by your employer. However, there are a range of other services based in the community that can also help. People like choice. WAAMH has a service directory on its website featuring a list of all the community mental health services in WA - you can breakdown your search by location or service categories. If in doubt, advice people to schedule an appointment with their GP.
- It’s important not to under estimate how important returning to work is for someone who experiences a serious mental health issue.It’s outdated thinking that people need to rest and do nothing as part of their recovery. Going back to work and having a sense for purpose is very important for people’s sense of identity and self esteem.A Contributing Life: the 2012 National Report Card on Mental Health and Suicide Prevention, published by the National Mental Health Commission, raised the importance of participation in work and employment for mental health and a meaningful life.Employment expands social relationships and skills, providing a better sense of self. Involvement with others and financial independence are benefits people gain from having work. People living with a mental health problem can and do want to make a significant contribution to their community and society by engaging in meaningful work.However the longer these people are unable to do so, Australia’s society, economy and the people themselves are being diminished and undermined.
- Further resources on mental health in the workplace and positive work cultures are available online. Last year, in the lead up to our annual event, Mental Health Week in October, we saw a marked increase in employers and organisations requesting resources for their staff and to display in the workplace.We recognise the needs, pressures and demands of the modern workplace and have adapted our resources and training to meet these needs. So please get in touch with us, if you need more information.
- Thank you. Questions?