We’ve seen a lot of headlines recently about mental health needs, including Naomi Osaka withdrawing from the French Open and Simone Biles not competing in some of the Tokyo Olympics gymnastics competitions. While these situations are shedding light on this very important topic, it can still be easy to think they only happen to other people. When, in reality, mental health is something that’s an aspect of all of us, just like physical health or emotional health. And, just like with any other aspect of health, challenges involving mental health can exist in your workplace.
This can be a scary topic for leaders. Mental health is a really broad topic, and it can be hard to figure out how to respond to issues. When your employee has a broken leg, it’s easy to see what’s wrong and that some accommodations might be needed. It’s not always so clear when it comes to mental health.
I’m certainly no medical expert, but I can share what I’ve experienced as an HR professional. I’ve seen a lot of employees experience mental health challenges, with anxiety being a huge one. It comes in various forms, can be job-related or personal life-related, and impacts people in different ways. Some employees I’ve worked with needed FMLA or to work from home while others had difficulty accomplishing the essential functions of the job itself. And, yes, I’ve also seen employees twist this topic and try to claim mental health issues just to get out of doing their jobs.
We must remind ourselves that mental health is a real thing. And, therefore, mental health issues are a real thing as well. Even if we can’t see them. And even if some people try to take advantage of it. (After all, people can make false claims about broken legs too.) If you’re looking to make an effective change to your workplace culture, this is a great one to consider. True mental health support in the workplace requires actions of leaders and actions of employees.
So, in light of that, how can leaders support the mental health of their teams? And how can employees support their own mental health? Here are some practical places to start.
This post is sponsored by Ray of Hope Counseling Services.
Employee Actions
It might be surprising to start with the employee actions rather than leader ones. But here’s what I’ve observed. First (and I mean this gently), your mental health is your responsibility. Yes, there are things that leaders and organizations can and should do to support your wellbeing. The reality is that they may or may not do these things. Second, how you approach these conversations at work can make a big difference in how they’re handled.
Here are 3 ways you as an employee can support your mental health at work:
Get help when you need it. I’m a huge fan of counseling. Life can be incredibly stressful and challenging, and it’s okay to need help from others. Be willing to seek professional help when you need it. Ray of Hope Counseling Services provides a variety of services that help when dealing with stressful situations and in knowing how to better manage them. I always like to know about local resources. With over 20 years of experience, they have a lot of options for therapy in Peachtree City, from individual therapy to family therapy. They also have other locations around Georgia and even have online counseling sessions to make it as convenient as possible.
When you talk to your boss, be prepared to explain what’s going on and what you need. Try to schedule a time to talk with your boss about your situation. I’ve seen employees wait until they were really upset or the situation was really bad and then kind of “word vomit” it all out in a million different directions. Do your best to avoid that. Schedule a time, come prepared, and have a calm conversation. Don’t feel like you have to go into all the medical details, but do try to explain what’s going on. This helps your boss understand where you’re coming from. Without this understanding, it can be hard to be empathetic.
Then, outline what you need. If you’re not yet sure exactly what you need, that’s okay too. You could start with brainstorming some options to consider. Be aware that the answer may not be an immediate “yes.” Your request may be considered an ADA accommodation. It’s very common for organizations to have a process for this, and your boss (or HR) can guide you through that process.
Remember that you’re more than your job. If you’re in a situation where your job is negatively affecting your mental health, it may be time to leave that job. Your health and wellbeing are much more important. I’ve seen so many people sacrifice their health for a job. They knew it would never get better but yet they still stayed. It’s not worth it. Be honest and realistic with yourself about when a situation is fixable and when it’s not. If it’s not, then find a job somewhere else where you’re valued and respected.
Leader Actions
As a leader, you create an environment that either supports or discourages the wellbeing of your employees. When employees come to you with needs or concerns, how you respond sends a big message. Especially in that initial conversation.
Here are 3 ways you as a leader can support the mental health of your employees:
Create a respectful environment. This one is huge. Treat your employees respectfully, and expect that they treat each other respectfully as well. With an environment of respect, you’ll minimize the issues that could stem from work itself. And, when you do have employees with mental health needs, you’ll be much better prepared to have helpful conversations and find solutions.
Listen and ask questions. When an employee comes to you with a need, your first instinct may be to try to immediately solve it. Or you might find yourself getting really stressed out because you don’t know how to handle this. I’ve seen great leaders feel both ways about it. These can be tough conversations. Try to listen really well to what your employee is telling you – without letting your mind immediately create a plan. Ask questions to gain clarity. Find out what ideas they have for what could help them. Thank them for coming to you with this, and let them know you want to support them.
Depending on the request and your organization’s policies, you and the employee may be able to agree on next steps right then. Or you may need to go through an ADA accommodation request process. You also might need to think about next steps or get approval or advice. All of that is fine. Let the employee know next steps and that you’ll follow up with them. Keep them updated so they don’t feel forgotten or ignored.
Be willing to think outside the box. A big part of providing ADA accommodations is helping an employee “perform the essential functions of a job.” In that sense, it’s important to know what’s essential and what isn’t. Then, be willing to try some creative solutions. Say the job is being a customer service representative in a call center. Talking with customers is probably an essential function of the job. Where an employee does that from might be changeable. So, if sitting in the middle of a call center is too stressful, maybe a quieter room or working from home could help. Be open to trying new ideas and seeing if they help everyone to be successful.
Bottom line – by supporting mental health at work, we create an environment that can help everyone to be their best. Isn’t that the kind of experience we’re all hoping to have?
Featured image photo credit: By Dean Drobot / Canva
