We are often asked, ‘But what do we do when someone is underperforming? Should we ‘manage them out?’

We’ve seen a focus on mental health and wellbeing in workplaces among leaders and HR professionals over recent years. Nonetheless, many employees remain hesitant to discuss their existing or emerging mental health illnesses with their manager. This reluctance often stems from stigma. People may be concerned about harming their professional reputation or causing potential complications down the line. Understanding the ‘why’ is one thing, but how to promote wellbeing and encourage open dialogue in a safe and non-judgemental way in the workplace is another thing.

Mental Illness in the Workplace

While it's not always easy to support employees who are struggling, employers have a responsibility to make the workplace a safe space where employees feel supported, and this means feeling that they can comfortably share their illness without it negatively impacting their employment. Neglecting to take action can have negative effects on work performance, the overall work environment, and employee wellbeing.

In 2019, a study from the Mental Health Foundation found that 45% of employees had been diagnosed with a mental health issue. Think about it, that’s almost half of your team. Interestingly, those who took time off work due to these issues often cited different reasons. The majority of people didn’t feel comfortable disclosing to their manager that they needed time off for their mental health. This indicates that there's still a stigma around mental health problems among employees.

An earlier study in 2018 by Public Health England revealed that one-third of lost productivity was attributed to work-related stress and mental health problems. While personal lifestyle choices play a role, the combined impact of lost productivity and absenteeism can have a significant cost, amounting to a staggering £80 billion for the UK economy.

How To Manage Employees With Mental Health Issues

Under Australian workplace law, employers have a legal responsibility to ensure the health and safety of their employees, including those with mental health conditions. This means that employers must make reasonable adjustments to support employees with mental illness, and take steps to prevent discrimination on the basis of mental health.

As leaders, it's essential for managers to cultivate an empathetic understanding of mental health issues. Supporting employees who are facing mental health conditions requires sensitivity, insight, and a commitment to fostering a supportive work environment. By developing a deeper understanding of common mental health challenges, you can effectively communicate with your team members, make necessary adjustments to their workload or working conditions, and promote their overall wellbeing.

Here are our top tips:

1. Building Knowledge and Awareness:

Before embarking on the journey of supporting employees with mental health conditions, it's crucial to educate yourself. Invest time in learning about various mental health conditions, their signs, and symptoms. Resources like "Managing Someone with a Mental Health Condition" guide (source: Heads Up), or completing a Mental Health First Aid course, can provide valuable insights into understanding mental health challenges. By familiarising yourself with this knowledge, you can dispel myths, reduce stigma, and cultivate a compassionate non-judgemental approach.

2. Foster a Safe and Supportive Work Environment:

Creating a safe and supportive work environment is paramount in helping employees feel comfortable discussing their mental health concerns. Encourage open communication, where employees can freely express their needs and concerns without fear of judgment or repercussions. By promoting a culture of trust and empathy, you empower your team members to seek support and find appropriate resources to manage their mental health effectively.

3. Practice Empathetic Communication:

Effective communication plays a pivotal role in supporting employees with mental health conditions. When engaging in conversations about mental health, approach the topic with empathy and respect. Active listening, understanding non-verbal cues, and validating their experiences are vital elements of empathetic communication. Demonstrate your willingness to accommodate reasonable adjustments to their workload or working conditions, as appropriate. Regularly check in with your employees to gauge their wellbeing and offer assistance when needed.

4. Provide Resources and Support:

As a manager, you have the opportunity to provide valuable resources and support for your team members. Collaborate with your organisation's HR department or mental health professionals to establish mental health initiatives, and workshops (Resilience, Self-care, Mental Health First Aid course), or access to counselling services. Encourage employees to utilise available resources, such as employee assistance programs (EAPs), that can provide confidential support and guidance.

5. Promote Work-Life Balance:

Supporting mental health extends beyond the workplace. Encourage a healthy work-life balance by promoting regular breaks, flexible working arrangements when feasible, minimising psychosocial risk factors, and realistic workload expectations. Encourage employees to prioritise self-care and engage in activities that promote their overall wellbeing. Lead by example, demonstrating that a balanced approach to work and life is valued within the organisation.

Contact us today to find out more about our bespoke Workplace Wellbeing Consultancy Courses or Mental Health First Aid course