12 ways every business can support wellbeing and mental health at work

 

As a business focused on the power of people within business, at People Puzzles we are passionate about creating real ways to create a better employee experience. One of the most important aspects of that is addressing the systems that support and enhance people’s wellbeing and mental health.

We know there are still stigmas about many areas of wellbeing, especially when it comes to mental health, and too many stopgap solutions put in place to address issues. But ultimately, as well as providing the right support for the times when mental or physical health suffers, it’s just as important (or even more so) to tackle the underlying causes of the issues. Businesses which create realistic organisational structures to support things like development, workload, remuneration and expectations, and which actively strive to create supportive, inclusive workplace culture have many great advantages, not only looking after their people from an ethical and human perspective, but also enhancing their employer value proposition,  retention, performance and productivity across the board.

In this article, People Director Shaun O’Hara shares 12 things to consider implementing in your business to help support your people’s wellbeing.

1.Putting actionable plans in place to create genuinely inclusive cultures where everyone feels accepted

Diversity, equity and inclusivity get a lot of airtime as subjects online but it’s important for businesses to feel properly equipped to tackle them day to day. This is never a quick fix but accepting that it needs to be a priority is a great first step so that the right education, interventions and adjustments can be put in place (for an example, our Introduction to Neurodiversity in the Workplace for some practical ways businesses can make simple adjustments to support a wider range of people).

2. Create psychological safety within working relationships so people have the confidence to speak up and the time and space to be heard

Psychological safety requires deep-rooted trust to be present, which enables people to feel safe speaking up. That might be to admit to a mistake, flag an issue, share an idea, request support or training, or voice discontentment – all without fear of negative consequences. The responsibility lies with every person in the organisation but it often starts with the leadership team modelling these behaviours openly and consistently.

3. Addressing work-life balance through flexible working practices, monitoring overtime and workload demands

The number one thing we hear time and time again that people in businesses want is choice. Providing the flexibility to work around people’s lives and create healthy systems for adopting the right work-life balance for each person is crucial for wellbeing – no amount of mental health support is going to help if employees are simply burning out through overwork.

4. Building habits of emotional intelligence and human relationship – checking in, asking how people are, and caring how they respond

Emotional intelligence is sometimes sidelined as the “soft skills” of management, but in fact it’s often the thing that enables the most productive, effective businesses to thrive. Whether it’s building relationships, developing brilliant feedback, structures or enabling greater productivity, emotional intelligence is rapidly becoming accepted as one of the most critical differentiators for successful businesses.

5. Adopting a team approach where individuals are not unduly pressured, where wins are celebrated, and individuality is welcomed

Of course, it’s important to encourage personal accountability and celebrate individual success. But ultimately, a business should be – and can be – greater than the sum of its parts, and that requires a true team mindset. Never underestimate the power of a well-earned compliment – it’s probably the most cost-effective motivational tool in existence.

6. Improving management capabilities to better equip people leaders to identify and address issues when they arise

There is a well-known expression stating that people don’t leave companies, they leave managers. While that may not always be true, very often the quality of a person’s experience at work depends on their line manager. Providing the right training, support and development for managers at all levels of your organisation is crucial, and the benefits will be felt by everyone in the business.

7. Supporting people to embrace difference and speak up for what matters

Working with difference can be a delicate subject and one which many people naturally shy away from for fear of “getting it wrong” or causing offence. Yet embracing the differences that make us all unique is incredibly powerful and can unlock new dimensions of innovation, problem-solving and communication.

8. Providing learning and development opportunities that address personal, as well as professional, needs

As the saying goes, we’re only human, and humans need different things. Skills-based training may be the best way to develop your workforce and future-proof your business, but personal development may be the key to motivating your people, driving personal effectiveness and unlocking the full potential of your business.

9. Putting in place customised reward and recognition schemes designed to motivate every individual

As mentioned earlier, choice is essential. When creating any kind of reward or recognition scheme it’s really important to consult your people and listen to what they’re saying. Different personalities, lifestyles, backgrounds, cultures, and situations will define people’s needs and wants, and they will not always be the same. Make your people feel seen and heard by customising how you recognise their achievements. Providing rewards and benefits which support a healthy lifestyle can be valuable but consulting your people on what really motivates them and will make a difference is more important than generalised gestures based on assumptions.

10. Making mental health part of the everyday conversation to reduce stigma

Like it or not, there is still a long way to go in the mental health conversation. Bringing it in more frequently to normalise the conversation is a great way to start that process, and the more consistently and openly that message is conveyed in the daily actions and conversations in your business, the more effective it will be.

11. Providing simple access to support when it is required

There will be times when people in your business need more support to tackle periods of mental ill-health. Ensuring this is simple to access and done in a non-judgemental way that does not impact progress or reputation is really important. Everyone can be educated to spot warning signs, and a support structure can be put in place and openly signposted to keep things easy.

12. Implement and maintain a wellbeing calendar including multiple mental health events through the year to keep the message and support alive 

None of this is an overnight win. Supporting mental health at work requires focus, consistency, and a willingness to try. No-one will ever get it right every time – but the commitment to try will always be appreciated. Action by action, conversation by conversation, we can, collectively, create better systems which support more people in achieving, and sustaining, their physical and mental wellbeing.

 A brief caveat: wellbeing and mental health are complex and multifaceted subject which we could not hope to cover comprehensively in one short blog. This is a brief introduction to provide some practical areas to address. If you would like further support in developing or implementing any of the elements below, please get in touch 0345 646 5201 or email [email protected]. We would love to chat with you.