As employees become more willing to talk about their mental wellbeing in the workplace, how can leaders be better prepared to support them? Read this Hays Journal article featuring expert insights from the World Health Organization and MHFA England to find out more: https://social.hays.com/2020/10/06/how-can-leaders-support-employees-mental-health/
Achieving org success through manager effectivenessPlamen Petrov
A few check-in questions for the 1-2-1 remote weekly meetings:
1) What went well last week?
2) What can be improved?
3) How do you manage distractions during the day? Is it a challenge for you?
4) On a scale of 1-10, how would you rate your ability to show up as your Best-Self over the last week?
5) How could I better support you?
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
Achieving org success through manager effectivenessPlamen Petrov
A few check-in questions for the 1-2-1 remote weekly meetings:
1) What went well last week?
2) What can be improved?
3) How do you manage distractions during the day? Is it a challenge for you?
4) On a scale of 1-10, how would you rate your ability to show up as your Best-Self over the last week?
5) How could I better support you?
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
Workplace Health: The Pillars of Employee Wellness - Hosted by Lori CasselmanLeague Inc.
Establishing a culture of health within your organization begins with simple steps each day. In order to reap more significant returns, these efforts need to be diverse and comprehensive.
Health, well-being and productivity improvement in the workplaceLimeade
Slides from a webinar with Dr. Michael Parkinson and Limeade.
We spend $2.8 trillion on healthcare but much is attributed to waste or behaviors we can change. The best place for behavior change? The workplace.
The slides review:
- common drivers of health and productivity in the workplace
- how you can address them in your own organization
- 6-step roadmap to improvement
Trends From the Trenches - Are the FUGS — Fear, Uncertainty, Greed—Getting Yo...Andrea Simon
Healthcare Innovation: Trends From The Trenches
Are the FUGS — Fear, Uncertainty, Greed—Getting You Down?
Featured Speakers:
Andrea (Andi) Simon, PhD and President of Simon Associates Management Consultants
Kriss Barlow, RN, MBA and Principal of Barlow/McCarthy
The opening webinar takes an in-depth look at “Trends from the Trenches,” the major changes Andi and Kriss see taking place in healthcare today. And Change is Pain. What’s more, the FUGs—Fear, Uncertainty, Greed—get in the way of you “seeing, feeling, thinking and doing” in new ways. This webinar will give you practical tools to get rid of the “FUGs” and get you moving again.
Andi will discuss the very real pain of change, as well as the trends she is seeing in the field. She will then offer 6 ways you and your team can successfully innovate to respond to the dramatic changes confronting your organization. Kriss will examine the often-overwhelming challenges faced by physicians and healthcare providers at all levels of the industry, and share 2 case studies of companies that have undergone successful change.
This Healthy Workplace Guide was developed by:
Julie Anne Mitchell, Barbara Eden, Scott Dunn, Jo Cramp: Heart Foundation
Kathy Chapman, Vikki Jayewardene: Cancer Council NSW
Lesley King, Alexis St.George: Physical Activity, Nutrition and Obesity
Research Group (PANORG)*, University of Sydney
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Working groups abound in public health, but how do you make them work? Some reflections on working within and coordinating a variety of working groups over the past 15 years.
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
The guidance – led by CIPR Health - is designed to help employers build a working environment that supports positive mental health and advises practitioners on how to take care of their mental wellbeing.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
Workplace Health: The Pillars of Employee Wellness - Hosted by Lori CasselmanLeague Inc.
Establishing a culture of health within your organization begins with simple steps each day. In order to reap more significant returns, these efforts need to be diverse and comprehensive.
Health, well-being and productivity improvement in the workplaceLimeade
Slides from a webinar with Dr. Michael Parkinson and Limeade.
We spend $2.8 trillion on healthcare but much is attributed to waste or behaviors we can change. The best place for behavior change? The workplace.
The slides review:
- common drivers of health and productivity in the workplace
- how you can address them in your own organization
- 6-step roadmap to improvement
Trends From the Trenches - Are the FUGS — Fear, Uncertainty, Greed—Getting Yo...Andrea Simon
Healthcare Innovation: Trends From The Trenches
Are the FUGS — Fear, Uncertainty, Greed—Getting You Down?
Featured Speakers:
Andrea (Andi) Simon, PhD and President of Simon Associates Management Consultants
Kriss Barlow, RN, MBA and Principal of Barlow/McCarthy
The opening webinar takes an in-depth look at “Trends from the Trenches,” the major changes Andi and Kriss see taking place in healthcare today. And Change is Pain. What’s more, the FUGs—Fear, Uncertainty, Greed—get in the way of you “seeing, feeling, thinking and doing” in new ways. This webinar will give you practical tools to get rid of the “FUGs” and get you moving again.
Andi will discuss the very real pain of change, as well as the trends she is seeing in the field. She will then offer 6 ways you and your team can successfully innovate to respond to the dramatic changes confronting your organization. Kriss will examine the often-overwhelming challenges faced by physicians and healthcare providers at all levels of the industry, and share 2 case studies of companies that have undergone successful change.
This Healthy Workplace Guide was developed by:
Julie Anne Mitchell, Barbara Eden, Scott Dunn, Jo Cramp: Heart Foundation
Kathy Chapman, Vikki Jayewardene: Cancer Council NSW
Lesley King, Alexis St.George: Physical Activity, Nutrition and Obesity
Research Group (PANORG)*, University of Sydney
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Working groups abound in public health, but how do you make them work? Some reflections on working within and coordinating a variety of working groups over the past 15 years.
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
The guidance – led by CIPR Health - is designed to help employers build a working environment that supports positive mental health and advises practitioners on how to take care of their mental wellbeing.
Much progress has been made in the area of mental health in the last several years; talking about it openly and honestly has become more commonplace, and governments and businesses have recognised that they have a major role to play in helping people look after their mental wellbeing.
The Workplace Mental Wellbeing Audit helps businesses and other organisations understand the mental health of their employees and in turn take steps to help them. This report from the CIPR, PRCA and ICCO surveys 559 PR professionals through their networks, with the aim to understand
specifically the mental wellbeing of those working in the PR and Communications industry, the impact of coronavirus has had and changes over time.
Exploring the mental wellbeing of the public relations professionStephen Waddington
The #FuturePRoof report lifts the lid on mental health in the public relations profession, and attempts to characterise the issue, signpost potential solutions, and identify best practice.
This white paper discusses the important roles that culture, leadership and
communication play in developing successful wellbeing strategies in the
workplace.
Professor Cary Cooper, a renowned expert in organisational psychology,
discusses the reasons for implementing wellbeing strategies. Although creating
a motivated, flexible and committed workforce may be the crucial driver
for employers, they should also understand the moral aspect to improving
employees’ wellbeing. Employees will respond negatively to wellbeing initiatives
if they believe they are merely being implemented to get them to work harder.
That is why harnessing the right culture within a workplace is important, so
there is an environment where employee wellbeing can flourish. Leadership
is key to developing this culture and its success relies upon the buy in and
cooperation of all leaders from the board down.
Communication is then vital as engaging with employees about the wellbeing
programme will help to demonstrate that it is ongoing and not just a fad.
Continually surveying employees to seek their views on the programme will
then ensure that it remains relevant and continues to meet their needs.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Presentation by Joscelyn Shaw, Mates in Mind at the SPRA Conference 2018 held at Eastwood Hall, Eastwood, Nottinghamshire on the 20th June 2018. More information: https://spra.co.uk/events/spra-conference-awards-2018/
Insights Success has shortlisted “The 10 Best Corporate Wellness Service Providers of 2018”. Featuring our cover story is Dynamic DNA Labs which serves globally with its exclusive DNA testing solutions.
Mark Lyttleton - The Importance of a Progressive Company Culture Regarding Me...Mark Lyttleton
Mark Lyttleton is an angel investor and business mentor. In addition to providing business owners with financial and strategic support, Mark Lyttleton also offers personal advice to help them negotiate the many stresses and challenges involved in establishing and growing a business.
Read More: https://marklyttleton.co.uk/the-importance-of-a-progressive-company-culture-regarding-mental-health/
Implementing the National Standard for Psychological Health and Safety in the...healthycampuses
This session was a Pre-Summit Workshop at the 2016 Healthy Minds | Healthy Campuses Summit in Vancouver, BC. Participants were introduced to the National Standard and the 13 factors specifically within the unique context of post-secondary education.
10 Most Influential Leaders Revamping the Rehabilitation Industry 2022V4 1.pdfinsightssuccess2
This edition features a handful of 10 Most Influential Leaders Revamping the Rehabilitation Industry 2022 across several sectors that are at the forefront of leading us into a digital future.
Promoting Healthy Employees - Embrace the technology !Bernie McCann
This free webinar, sponsored by Screening for Mental Health looks at the importance of including mental health aspects in a workplace wellness approach and features examples from two work organizations which have embraced technology to encourage employees in healthier lifestyles.
At Hays, we've witnessed a global surge in the demand for non-permanent workers, with organisations actively seeking skilled professionals to fill gaps.
But do you know what skills you need to be a contractor, or what the benefits of project work are?
In this presentation by Travis O'Rourke, President of Hays Canada, Travis shares insights into the benefits of life as a contractor, the skills needed to succeed and the steps to take.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2017 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2015 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2014 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2013 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2012 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
Hays Journal 20 - Seven things we learnt from McAfee’s President EMEAHays
Hays Journal 20 - Seven things we learnt from McAfee’s President EMEA
In this Hays Journal article, Adam Philpott, EMEA President of cybersecurity business McAfee, discusses how his organisation is adapting its talent strategy to new technologies in order to adapt to the future of work.
Read the Hays Journal to find out more: www.hays-journal.com
Hays Journal 20 – How to build sustainability into your organisation’s COVID-...Hays
Hays Journal 20 – How to build sustainability into your organisation’s COVID-19 recovery
Whilst the COVID-19 crisis has shifted business priorities away from sustainability initiatives, how can organisations ensure that being greener moves back up the agenda as they adapt to a new era of work?
Read the Hays Journal to find out more: www.hays-journal.com
Hays Journal 20 - How can organisations improve on intersectionality?Hays
Hays Journal 20 - How can organisations improve on intersectionality?
Many organisations have made good progress in improving the diversity of their businesses in recent years.
But could understanding and embracing intersectionality help them improve the experience of all employees?
Read the Hays Journal to find out more: www.hays-journal.com
Issue 20 of the new Hays Journal is out now with expert insights from McAfee, the World Economic Forum, PwC and many more.
The latest edition focuses on the current trends surrounding the world of work.
Articles include:
• How organisations can improve on intersectionality
• Putting sustainability back at the centre of work
• Supporting new talent through the challenges of COVID-19
• Seven things we learnt from McAfee
• The mental health and wellbeing challenges faced by employees
• Capturing a culture of innovation
• The diverse talent needs faced by the life sciences sector around the world
Read the Hays Journal to find out more: www.hays-journal.com
Hays Live - How to succeed in your job interviewHays
Do you need advice on preparing for your job interview?
Watch our live event during which our Managing Director for Hays Spain, Chris Dottie MBE, shares his top tips to succeed at each stage of the interview process.
For more advice, download our Interview Guide: https://bit.ly/3abmpWv
Hays Live - How to create or update your CV
Do you need help creating or updating your CV?
On Tuesday 26th January 2021, our UK&I Director, Karen Young shared her top tips to help you create a winning CV that gets you noticed.
To re-watch the live session, click here: https://youtu.be/dkLt--EKmcY
To view the full guide, click here: https://cloud.email.hays.com/cv-guide
The Hays Journal is a quarterly publication providing global insight and news on the ever-changing world of work. Now in its 19th issue, we analyse current topics with expert insight from leading organisations including Headspace, Manchester City Football Club, McKinsey & Company and many more: www.hays-journal.com/
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our latest edition provides an analysis of the employment markets and economic status of 33 countries, featuring insights from Hays experts across the globe.
The Top Stories of the Hays Journal 17 provide an overall digest of the latest global trends surrounding the world of work, including:
- Organisations offering employees the chance to nap at work in Japan
- The rise of the minimum wage in Spain
- New plans for a universal basic income in the UK and USA
- A training fund aiming to grow skilled workforces in Canada
- Reviewing the disclosure of youth convictions in the UK
- Working hours in India
You can read the full Hays Journal 17 here: www.hays-journal.com
The Hays Journal is a bi-annual publication providing global insight and news for HR, recruitment professionals and hiring managers on the ever-changing world of work. Now in its 17th Issue, the Journal analyses current topics including workplace loneliness, the role of middle managers, returnship programmes and the rise in voice search technology: hays-journal.com
Do you have a job interview coming up? Follow these steps to ensure it's a success:
BEFORE THE INTERVIEW
1. Do your research
2. Prepare tailored questions and answers
3. Run a practice interview
4. Plan ahead
DURING THE INTERVIEW
1. Make a good first impression
2. Be mindful of body language
3. Make your answers relevant and impactful
4. End on a good note
For more interview tips, visit our blog: https://social.hays.com/category/professional-development/interview-tips/
How do you make your CV stand out from all the rest?
1) Write a powerful personal statement
2) Always tailor your CV
3) Avoid using cliches
4) Use action verbs
5) Go digital
6) Correct errors and mistakes
For more expert CV tips and advice visit our blog: https://social.hays.com/category/professional-development/cv-tips/
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Helen Lubchak: Тренди в управлінні проєктами та miltech (UA)
How can leaders support their employees mental health?
1. GETTYIMAGES
4
FOCUS
WHILE MENTAL HEALTH WAS ONCE A TABOO TOPIC IN THE
WORKPLACE, MANY HIGH-PROFILE CAMPAIGNS HAVE
ENCOURAGED A MORE OPEN ATTITUDE TOWARDS IT. AS
EMPLOYEES BECOME MORE WILLING TO TALK ABOUT THEIR
MENTAL WELLBEING, DO LEADERS NEED TO BE BETTER
PREPARED TO SUPPORT THEM?
HEADS FIRST
THE COVID-19 PANDEMIC has created many
challenges for employers, but supporting employees
who are struggling with mental health issues has
been one of the most complex. From anxiety over
their physical health, to experiencing loneliness
while working remotely, many workers have suffered
from additional mental strain in 2020.
In fact, according to US mental health provider
Ginger, 69 per cent of US workers said the pandemic
has been the most stressful time in their
professional lives. Furthermore, a study conducted
by Hays in Australia and New Zealand found that just
42 per cent of the local workforce rate their current
mental health and wellbeing as positive, down from
63 per cent pre-Covid-19.
Of course, many workplace mental health
challenges were already in place well before the
pandemic. According to a report by Mercer and
Business in the Community, 39 per cent of UK
employees experienced poor mental health due to
work in 2019, up from 36 per cent the previous year;
meanwhile 2019 research by AIA Vitality found that in
Australia, Hong Kong, Malaysia, Sri Lanka and
Thailand, more than half of the respondents had
experienced work-related stress.
Aside from the ethical duty employers have to their
employees, there are financial implications too.
Internationally, the World Health Organization
estimates that depression and anxiety issues cost the
global economy $1 trillion a year in lost productivity.
This year, the challenge is likely to have grown.
According to the same research from Ginger, of the 88
per cent of workers who reported experiencing
moderate to extreme stress, 62 per cent noted losing at
least one hour a day in productivity and 32 per cent lost
at least two hours a day due to Covid-19-related stress.
The figures suggest it is important for employers to
take these challenges more seriously, and take more
responsibility for the mental health and wellbeing of
their people. But what does this mean for leaders?
Whether they are executives or managers, should they
be equipped with the skills and knowledge to identify
any potential issues and offer support to anyone who is
struggling? Or should this already be part of their
skill set?
TOP DOWN
“It’s critically important for organisations to ensure
their leaders have the right leadership skills to create
an engaging and inclusive environment,” comments
Mark Edgar, Co-Founder of future foHRward in
Canada. “More specifically, skills that increase
awareness and confidence around managing mental
health issues are a very important component of
leadership development.”
Yet Ken Dolan-Del Vecchio, a licensed therapist,
author and leadership adviser in the US, believes that
training leaders on awareness of mental health issues,
while helpful, misses the heart of the matter. “Leaders
need to be educated on leadership skills. Effective
2. 5
leaders develop respectful, caring, trusting
relationships with those who report to them. If you’ve
got highly effective leadership, you’ve got what you
need for a mentally healthy workplace culture.”
And while there may be a belief that these skills are
a prerequisite for leaders, it seems that many
organisations have a long way to go in convincing their
workforce they understand mental health challenges.
Mind Share Partners’ 2019 Mental Health at Work
Report, written in partnership with SAP and Qualtrics,
found that only 41 per cent of employees felt mental
health was prioritised at their organisation, and just
37 per cent viewed their leaders as advocates for
mental health at work.
This indicates there may be problems with culture. If
workers do not believe that their organisation provides
a positive and inclusive working environment, or trust
that it will provide the support they need, businesses
may not be able to break down the stigma around
mental health. So how can leaders ensure employees
are willing to open up?
“It’s important to be deliberate in creating and
maintaining a culture that allows people to bring their
full selves to work,” advises Edgar. “This can be done
by reviewing processes, policies and people
practices to ensure they are amplifying the positive
elements of the culture and creating an inclusive and
safe environment.”
Treacy Webster, Director of Talent Management at
Ceuta Group, a global brand management business,
says that the most effective way to create a supportive
culture is to normalise all support mechanisms, such as
mental health first aiders, internal communications on
mental wellbeing, mental health training, and mental
wellbeing services available through employee health
schemes. “By doing so, we can proactively reduce the
stigma around mental health that often prohibits
people from openly seeking support, while increasing
awareness for those who may be hesitant to offer
support,” she says.
OPENING UP AUTHENTICALLY
Another way leaders can offer their support is to act as
a role model and be open about their own mental
health challenges. Kelly Greenwood, CEO of Mind Share
Partners in the US, believes leaders must go first in
setting the example. “Being vulnerable – whether
about mental health or not – is critical in creating a safe
team environment where direct reports can feel
comfortable opening up about their own challenges.
We find that employees typically only need a small
window to do so. Having leaders open up about their
mental health challenges is a hugely powerful
mechanism to reduce stigma since it flips the
stereotype on its head.”
Dolan-Del Vecchio believes that leaders are role
models for everyone in the organisation. “Leaders
should be encouraged to be as open regarding
personal mental health challenges, as they are
when it comes to their physical, family and other
life challenges.”
• Develop a written policy that sets out the expectations and
boundaries of the mental health first aider (MHFA) role,
which includes support for MHFAs; self-care and opting
out; MHFA responsibilities; and the process for signposting
colleagues to support.
• Recruit MHFAs – decide how many you need and who
should be recruited. Consider a wide range of individuals:
as well as asking people who want to learn more about
mental health support, approach those who mostly work
on site, and people who can maintain confidentiality and
commit to the time required.
• Offer training to MHFA volunteers that will enable MHFAs
to: understand what factors affect mental ill health;
identify signs and symptoms; use a five-step action plan;
listen non-judgementally; and signpost people to
professional help.
• Following training, ensure continued support and
development of MHFAs.
• Main responsibilities of MHFAs are: keeping themselves
safe and well; communicating any concerns about the
mental wellbeing of anyone in the workplace; following
workplace policies and procedures on MHFAs; upholding
the MHFA role alongside other responsibilities;
establishing appropriate boundaries; and refreshing their
skills every three years on an MHFA refresher course.
• Employers must also ensure they promote their MHFAs so
that the whole organisation is aware of who they are and
how to contact them.
SOURCE: MHFA ENGLAND
IMPLEMENTING MENTAL
HEALTH FIRST AIDERS
“EFFECTIVE LEADERS
DEVELOP RESPECTFUL,
CARING, TRUSTING
RELATIONSHIPS WITH
THOSE WHO REPORT
TO THEM”KEN DOLAN-DEL VECCHIO, LICENSED THERAPIST
3. Josh Krichefski is Global COO and EMEA CEO of
media agency MediaCom, which employs 8,000 people
in 125 offices across 100 countries. As a business leader,
he knew he had a responsibility to de-stigmatise what it
meant to seek mental health support.
“Stemming from my own experiences with insomnia,
anxiety and stress, I wanted to show employees and other
business leaders that an environment where employees
feel comfortable talking about their wellbeing is key to
driving genuine change,” he remarks.
“We have ensured that all our senior leaders are trained
in understanding and managing mental health issues
through a leadership course. This has helped to show the
senior leadership team that to address mental health
across the workplace, there must be an
acknowledgement from the most senior people that
change starts with them.”
This training forms part of a wider wellbeing strategy at
the firm, which includes several initiatives to support
employees’ mental health, such as a Mental Health Allies
scheme and an Empathy Ambassadors programme,
which Krichefski says helps to create a positive culture
that prioritises employees.
Moving forward, there are also plans to launch a
mandatory two-hour mental health training session for all
new starters. “Ultimately, we are working with the belief
that in order to de-stigmatise mental health, businesses
should have a consistent strategy and training
programme that ensures everyone is involved.”
He says that the business has reaped the benefits of
having a positive culture around mental health. “An
independent MIND audit of the company found that 68
per cent of our people are disclosing mental health issues
and other concerns to managers, which indicates we have
normalised mental health so that it has become a part of
our everyday work conversations.”
TAKING RESPONSIBILITY
GETTYIMAGES
6
He adds, however, that leaders also need to be
thoughtful regarding when it makes sense to share
these aspects of their selves. “They should not do it
gratuitously,” he notes.
Edgar agrees, warning that being authentic in these
scenarios is vital: “A key component of successful
leadership is building trust. This requires a level of
authenticity to allow leaders to be a positive role
model. However, they should only share what they are
comfortable sharing and shouldn’t be expected to
unless the environment supports them appropriately.”
Many of the senior leaders at wellness platform
Gympass have opened up about their mental health
journeys, to show that anyone affected by mental
health issues will find understanding at the highest
level. Pietro Carmignani, CEO, Gympass Europe, is one
of them.
“A number of leaders in our business have already
shared their own stories and struggles of mental
health, including me,” he comments. “People really
appreciate the honesty and feel that if their managers
can talk about it, so can they. Encouraging employees
to talk in an open, supportive and honest environment
is powerful and effective. That said, you can only ask
leaders to do what they feel able to; their privacy must
be respected.”
THE FIRST LINE OF DEFENCE
Another effective initiative to reduce the stigma and
raise awareness around workplace mental health is
“ENCOURAGING
EMPLOYEES TO
TALK IN AN OPEN,
SUPPORTIVE AND
HONEST ENVIRONMENT
IS POWERFUL AND
EFFECTIVE”PIETRO CARMIGNANI, GYMPASS
4. 7
to train people – including leaders – to be mental
health first aiders. Webster remarks that the most
effective mental health first aiders are those who
volunteer willingly.
“It takes understanding, calm and quiet confidence
to be able to talk, listen and support. When leaders
have these attributes and are readily available to
assist, they are great candidates to be mental health
first aiders, but those who would make effective
mental health first aiders can be from any level within
an organisation.”
Global engineering and design firm Atkins – a
member of the SNC-Lavalin Group – introduced a
mental health first aiders (MHFA) programme in 2017.
Jilly Calder, the company’s Vice President HR, UK
Europe, says that while they do have a number of
senior leaders who are MHFAs, they have tried to
ensure they have a mix of people from all levels.
“In our organisation, it is more about getting the
right individuals involved and we intend to get
representation across the whole hierarchy within the
business. One of the challenges in ensuring the
programme is successful is making sure we are
selecting the right people.”
Following a campaign raising awareness around
mental health and the role of MHFAs, Atkins advertised
for people to sign up to the programme. All MHFA
volunteers undertake a two-day training course, on
behalf of MHFA England, while existing MHFAs receive
refresher training every two years.
“The MHFA network is an internal service staffed by
volunteers that have successfully completed an
approved MHFA training course,” explains Calder.
“Previous knowledge and experience are not
prerequisites to becoming an effective MHFA, as the
training course and reference materials provide an
excellent foundation.”
As a result of the MHFA service, the firm has started
to see a decline in occupational health referrals and an
increase in the number of MHFA interventions year on
year. There are also now more than 100 people on the
waiting list to join the programme. “More and more
people want to become MHFAs, which is a great sign
that the business is embracing it and seeing the benefits
it can bring to an organisation,” remarks Calder.
Furthermore, Calder says Atkins is now actively
encouraging colleagues from the BAME community to
become MHFAs as well. “It would be beneficial for our
BAME colleagues to have better representation in this
space. That’s definitely a priority going forward for us.
We recognise we need to do more to attract BAME
employees to take on the mantle of MHFA.”
Carmignani points out that mental health first aid is
only one part of the puzzle. “You don’t need the full
training to have sufficient awareness to be supportive
and understanding. All leaders should have some form
of awareness training, so they can identify mental
ill-health, know how to support it and be able to
signpost people to further help where needed.”
ENSURE SUPPLY MEETS DEMAND
While identifying and supporting employees with
mental health problems can be a good first step, many
companies choose to outsource mental health care to
third parties, offering access to expert help and
guidance. However, organisations still need to ensure
mental health support is entrenched within
the business.
“I believe leadership teams should drive support
within the company,” comments Carmignani. “Third
parties can provide excellent training, practical and
professional support and an outsider perspective, but
when it comes to day-to-day engagement,
attentiveness to who needs help, and ongoing efforts
5. GETTYIMAGES
8
to de-stigmatise mental ill-health, it must be
embedded in a business through initiatives and an
open-door policy.”
Calder adds that, while Atkins does rely on a broad
spectrum of external suppliers to support their
MHFAs, the company still holds responsibility for
employee welfare.
“We are very aware that we have overall
accountability for the wellbeing of our employees. As a
company, we are ultimately responsible and our line
managers are accountable. They play a key role in
assisting employees to access support. It has to be a
collaboration across that supply chain.”
Companies could also consider implementing
employee resilience programmes to combat
workplace mental health issues; however, it’s important
to first find out if these programmes suit the needs of
the employees.
Also, while they may be beneficial, these
programmes can imply that mental health challenges
appear due to a deficit in an individual employee,
rather than the company’s culture, policies or
processes, warns Greenwood.
“Companies need to consider their role and minimise
workplace factors that are proven to negatively impact
mental health, such as job strain or lack of trust.
The Covid-19 pandemic has created new challenges for
Mental Health First Aiders (MHFAs). Not only has stress
and anxiety increased for many of the individuals they
support, they have also had to spot warning signs
remotely – a new experience for many.
And with plenty of organisations planning to keep
some form of remote working in place, even after the
pandemic subsides, learning how to recognise potential
red flags in this landscape will be vital for leaders.
“Key indicators that someone is experiencing mental
ill health which can be spotted remotely include
presenteeism, absenteeism, emotional changes such as
irritability and sensitivity to criticism, making more
mistakes than usual, a drastic change in physical
appearance which can be noticed on video calls, and a
general change of character,” says Sarah McIntosh,
Director of People at MHFA England.
“This is where managers or employees supporting
fellow colleagues can play a pivotal role in supporting
employee health and wellbeing. It is important to
remember that your role as a manager or colleague is to
listen and signpost to further support should it be
needed, such as to HR, to an Employee Assistance
Programme, self-care resources or helplines, such as
Samaritans or Shout. MHFAs are not trained as
therapists and cannot diagnose mental health conditions
or provide professional advice.”
Jilly Calder, Vice President HR, UK Europe, Atkins,
says that despite the difficulties, the company’s MHFAs
really shone during this crisis: “The challenge for many
MHFAs was that some of them had been furloughed so it
was important to manage their own wellbeing as well.
They really came into their own and the volume of their
activity picked up. They were very proactive, running
lunchtime sessions that allowed people to dial in, share
concerns and worries, and find support materials.”
She says that creating easy access to tools has been
a key learning for Atkins, and that the company is
ensuring that this will continue to be part of their
strategy in the future.
“Like many organisations, we have extensive materials
and an employee assistance programme which has been
very helpful. The lesson we learnt was to get on the front
foot. Before, we have had materials to help people when
they do fall down, but now our emphasis is on
supporting people before they get to that point.”
OFFERING MENTAL HEALTH SUPPORT REMOTELY
Teaching employees an effective, evidence-based
strategy to manage stress is helpful, but doing so
within an ecosystem of unhealthy work practices and a
toxic culture will inevitably result in turnover.”
Dolan-Del Vecchio says that while such programmes
are nice to have, they will not be effective without
ensuring leaders support employees struggling with
mental health. “The solution is effective leadership
within organisations that have reasonable productivity
expectations. In other words, the solution is a healthy,
including mentally healthy, organisational culture.”
Webster agrees, concluding that while there are
further steps businesses can take, mental health care
must start with company culture. “People, including
those in leadership positions, will only be open about
their challenges when they are ready. If the company
culture is right, people will feel comfortable to share,
regardless of their position.”