1 in 4 UK employees struggle with mental ill-health. Despite this, less than a third of UK managers are able to have sensitive discussions about mental health and signpost to expert help. With managers unsure how to broach the topic of mental health and employees often feeling unable to ask for workplace support, vital conversations surrounding workplace mental health often do not occur.
As a manager, if you can create an environment that values positive mental health and focuses on creating an open and honest atmosphere within your team – you’ll reap the rewards in terms of clarity around mental wellbeing and improve the mind-set of your team, leading to the creation of a healthy, resilient workplace. But how do you handle the conversation? – that’s where the mindful manager model (LASS) comes in.
The LASS model is made up of three steps:
The guide below will provide you with some tips to show you how to apply the mindful manager model during a conversation with an employee around mental health.
How are you feeling? Genuinely, how are you feeling? Eye contact is important and be prepared to listen actively – this involves making verbal noises and non-verbal ques that show you are engaged and paying attention such as nods.
Clarify why you’re asking; I’ve noticed a change from your usual self. Is everything okay? This means that the question is not asked out of the blue which can put people on the spot and feel defensive, showing you have noticed things that don’t seem like them in a concerning and supportive way will help the person feel valued and more likely to express their true feelings about the situation. ‘You seem a bit [down/angry/frustrated] lately. Is there something worrying you? This is really important to get to the root of the problem.
Offer your help where you can; Is there anything I can do to help? You could explain internal policies in place to help with such issues such as counselling services, reasonable adjustments and the like. These things can ease the burden of work and any stress around managing this area of life. Remember, do not take on any more than your job requires, you are also important and need to maintain boundaries for your own wellbeing and safety.
This is an important step and should always begin with signposting to the GP, they are the beacon of support in the community and can make referrals to most organisations that offer effective support. If an individual has already made contact with the GP or requires further support, the ‘Here 2 Help’ app provides an accessible directory of services in areas from finances to parenting and mental health. You may even wish to use the app as a referencing tool during the mindful manager conversation; going through the services available together may help an employee to feel open to the idea of accessing support. It’s also important to ensure that employees are aware of the 24/7 crisis services available including Samaritans and Lifeline. These services are entirely confidential and provide a safe space to talk to a trained and objective helper about mental health concerns. If, at any stage of your conversation with an employee, you become aware that they may pose an imminent risk of harm to themselves or other people, do not hesitate to call emergency services to ensure the safety of the employee, yourself or others.
So there you have it, a practical guide to handling conversations around mental health in the workplace. Talking about mental health at work isn’t always easy, but using the Mindful Manager framework allows you to ensure that your facilitating empathetic, safe and supportive conversations with your team.
