R U OK? Three ways to actually make a difference with your staff

One in five people will experience mental illness in their lifetime — yet there is still a stigma in asking for help. Considering that 8.85 million Australians spend most of their time at work, there is a high chance that many employees are struggling without anyone knowing. 

R U OK? Day is an opportunity for Australian employers to educate their employees about the importance of checking in on each other and promote a culture where employees feel safe to have honest interactions about their wellbeing. Despite being such a simple question, Australians struggle to have this conversation with those around them — especially at work.

There are many ways for businesses to encourage and normalise a conversation around how they are coping. Work is, after all, one of the most important places for people to connect, or at the very least, learn to recognise if someone is going through a hard time.

Learn to look out for warning signs that an employee is struggling with their mental health or suicidal tendencies. Everyone can collectively provide support and make a difference. 

Instill a supportive work culture where employees feel safe and comfortable

There are many ways to create a supportive culture and prevent discrimination that can make a significant, positive change. Discover early tell-tale signs to avoid bullying and harassment by conducting regular work-based risk assessments. This preventive measure can help to spot the warning signs of how a colleague could be at risk. Providing HR and managers with relevant training will also help in dealing with more difficult or complex situations. Once leaders start to display the right behaviour, it will create a psychologically safe environment that will encourage employees to be more open to engage in conversation.

In addition to investing in an Employee Assistance Program [EAP], providing free resources can also go a long way for your business and staff. Offer several alternatives that are cost-effective or free, such as clinics, support groups, or hotlines.

Organisations like Beyond Blue and the Black Dog Insitute can be a great place to direct employees if needed. As mental health is highly sensitive, assuring genuine concern and confidentiality is a must — let them know that seeking help is not a weakness, but a show of strength.

By offering 24/7 qualified support and counseling for every employee, you can increase morale, boost productivity and instill loyalty, which enables them to produce their best work.

This also reflects transparency in communication to all employees that their mental wellbeing is a priority and that help is readily available.

Providing support for R U OK? Day and beyond is a huge part of engaging your employees and is especially beneficial to those struggling with their mental health. Use positive reinforcement when possible, as it creates a psychologically safe culture for employees to thrive.

Encourage awareness and empathy

Research has shown that one in five Australians aged 16-85 will experience mental illness in any year, with an estimated 45% of Australians who will experience mental illness at some stage in their lifetime. Despite clear indications, it is alarming that 1 in 2 managers believe their employees are unaffected by mental illness.

Make it a priority for employees to acknowledge and be appropriately informed about mental illness, not just on R U OK? Day. Companies need to empathise with and inspire others to establish policies for a mentally healthy environment. HR and senior management need to lead by example; and be visibly active in support of mental wellbeing. This will prompt greater engagement and involvement from employees.

Introduce a mental health and wellbeing policy

Promote positive mental health at work through policies and support services that establish boundaries and provide assistance whenever needed. Employee well-being is linked to engagement and productivity; your business is stronger across the board when you make it a priority.

Remove the stigma of mental illness by promoting a culture where employees feel safe enough to honestly express their struggles. Implement action and boost productivity by regularly checking in on colleagues, offering reduced hours, offering paid mental health off days, and job sharing. Of course not every business can offer flexible working, but if your business is in a position to do so, make sure that your leaders demonstrate the benefits. This will help set a positive example and encourage employees to participate in this work style.

An integrated approach to implementing a successful wellbeing strategy means going beyond buzzwords and finding real solutions that genuinely impact employees. It means building a culture that supports and respects peers as individuals. It is also essential for programs to be flexible and have longevity to suit needs that are susceptible to change over time. Not only does balance and connection improve the workforce, but also the world as we know it.