This week, it’s Mental Health Awareness Week. The week is aimed at raising awareness of good mental health within the UK. This year’s theme is ‘No Mind Left Behind’. This is to address the fact that over 2 million people are waiting for NHS mental health services. Mind states that 1 in 4 of us will experience a mental health problem but too many of us aren’t getting the help that we need.

This morning, we ran our final seminar in our Workplace Series called ‘Managers Managing Mental Health’ which provided business leaders and HR professionals with the knowledge on how to people manage a mentally healthy and unhealthy team.

Interestingly, according to the charity Mind, 26% of employees blame line managers for work related stress. 50% of employees feel they are unable to ‘switch off’ during down time and 36% of employees report their stress levels as unmanageable. Although not considered a mental health issue, stress can ultimately lead to a mental health problem.

One week or one seminar will not end poor mental health in the workplace. True change begins with a return to basics, where mental health is openly discussed and there is a framework which prioritises mental health in the workplace. With any culture change, senior leaders play a pivotal role in setting the tone and role modelling a culture where mental health is not just acknowledged but actively supported.

It's imperative for organisations to regularly review their approach to mental health support at the basic level. This isn’t about pledges to support mental health or having wellbeing days. These are simply nice extras of an already existing and strong framework.

This week, it’s worth considering the following:

• How effective is your Employee Assistance Programme?
  2 million people are waiting for NHS treatment. Having an alternative that your employees can access provides valuable action and is a proactive step.
• A reminder to your employees on how to access their EAP. You may have the best programme for your employees, but this is futile if employees are unaware of how to access and utilise it effectively.
• How confident are your managers in conducting wellbeing conversation and return to work interviews?
  Often managers don’t know what to say because they are unsure if they can ask certain questions or feel uncomfortable during these conversations. But they are the frontline between the employee and business so play a crucial role in fostering an open environment.
• Your wellbeing policy.
  What does it say and is everyone aware of their responsibility to it? Establishing a clear framework outlining acceptable practices and managerial responsibilities is essential.

Mental health must be prioritised, openly discussed and actively supported at all levels of the organisation. There should be a clear framework of what is acceptable and what managers can do.

Preventing and protecting a mentally healthy team comes from good leadership behaviours and a resilient workforce. This in turn contributes to a positive work environment. Managing a mentally unwell team is about intervention.
We have a whole suite of mental health support available to you. From bespoke training solutions, mental health first aider training and policies, give us a call today on 01452 331331 or email This email address is being protected from spambots. You need JavaScript enabled to view it. to find out more.