Strategies to enhance mental health in the workplace

One of the very pleasing developments (in a somewhat ironic way) in recent years has been the raising of awareness of mental health including depression being a real issue in workplaces - and a recognition that its more than just about workplace stress.  The work in Australia by such organisations as the Black Dog Institute and Beyond Blue has been particularly valuable. 

Whilst many of us are not professionally qualified to properly diagnose this very real illness, we as business practitioners can do many things to both acknowledge and mitigate it. If done in conjunction with the intervention of an appropriate medical practitioner and the approach/actions of the individual affected, there may be a better outcome all round - for the individual, the employer and society as a whole. 

I am privileged every day to work with clients in executive coaching and career transition situations who share with me, sans the normal “corporate mask”, their opportunities, challenges, issues and feelings.  Mental health, in varying degrees, is a recurring issue.  


I am therefore keen, as best as possible, to help  identify strategies that promote better mental health and some common strategies that all businesses may consider include:

1. Ensure alignment of personality and behavioural preferences with the needs of a role.  Do this through proper selection processes at the time of recruitment, promotion, restructuring and realignment.  Use relevant assessment instruments administered by an accredited practitioner to understand the individual and his or her needs.  Examples of instruments that could be useful here include Myers Briggs, DISC/Extended DISC, Herrmann Brain Dominance Instrument and Hogan Assessments.
2. Facilitate company wide strategies around good time management and meetings protocols – much time appears to be wasted in both these aspects which puts more pressure at all levels.  So often I hear clients say they are overwhelmed, overloaded, out of control, working excessive hours - yet its amazing how many times some simple yet effective challenging of time and meeting management protocols can make quite a difference.
3. Review how technology applications are used and implement specialised training, particularly around email management and new social media applications.  Frequently, organisations (and individuals I must say in their personal lives) just deploy new applications with, at a bare minimum, some training on the technical aspects of the applications but no business or practical review on how these can or should be used effectively and productively.      
4. Reinstate more MBWA (management by walking around) and personal interactions to check in with people – do not rely on the aforementioned technology applications.  Nothing replaces the personal touch!
5. Enhance understanding of mental health issues through actively promoting the materials and resources available through The Black Dog Institute, Beyond Blue etc and also actively promote internal Employee Assistance Programs.  A very good practical guide for dealing with mental illness in the workplace has been published by the Australian Human Rights Commission in 2010 here.

The business benefits from a proactive approach such as this may be significant in having a more engaged workforce who acknowledge the organisation truly caring for their people - let alone the benefits that could accrue to affected individuals.


PB

Copyright: Peter Black 2010