Mental Health and Wellbeing in the Workplace

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By David Welham

I think that for many people who are experiencing mental health challenges, fear of the stigma associated with them can affect how they relate to others. Fear at work may make people unable to be open about their experiences. It is thought that 95% of employees calling in sick about stress would give a different reason for having time off. We’re afraid to talk about wellbeing in the workplace.

There have been some positive moves to change this in the UK, however. There is a mental health initiative, Time to Change. It has introduced an employer pledge. Companies can demonstrate their commitment to change how we think and act in the workplace and ensure that employees are supported.

I understand that over 800 organisations have signed the pledge. It’s good to see so many sign up, but in my opinion this pledge does not go far enough. Creating an atmosphere where stigma is challenged and conversations around mental health are encouraged is important. But is it as simple as this?

How to talk about wellbeing in the workplace

Employees need to be confident that they will be listened to and given support if they open up about their mental health. Now, I am not sure they are, and all the surveys published back this up as well.

My recommendations are that if you have a meeting, make time to talk about mental health and take an interest in your staff. Have 10 minutes to discuss wellbeing. Take suggestions from your staff to improve wellbeing in the workplace, and maybe introduce wellbeing walks. Don’t just bring in fruit and think that this is enough to help your employees. Try, because if your staff are happy and content, then you will get more out of them.

Why not introduce talking about mental health when it’s time for appraisals or 121s? Because it is very important. We spend a lot of time on targets and goals for the year. So why not make time for targets to improve wellbeing? I think that this is a good idea, and I’ll be looking to make the idea possible. Companies spend millions on surveys. So listen to staff and incorporate mental health and wellbeing into the next appraisal you take. Budget for it and each month, look to see something that will contribute to wellbeing.