Q: I have read recently that mental health issues within the workplace are rising. While I do my best to support all my staff, are there things I should be looking out for with regards to spotting poor mental health at work?
A:
While mental health is not as easy to detect as a physical ailment, there are potential early signs to which employers should be vigilant in spotting at work.
Absences due to health issues can often be the first sign of a mental health issue. While employees may not feel comfortable coming forward stating stress, anxiety or depression as their reason for absence, frequent short-term absences without a fit note may reflect an underlying issue.
Another possible sign is noticing a decline in employee engagement and performance. And if an employee appears to be constantly lethargic, more emotional than usual and is unable to focus or make decisions, it could also be an early indicator.
Whether these behaviours represent a disengaged employee or someone who is experiencing poor mental health, they should not be ignored with the hopes that they will pass eventually.
An increase in staff turnover may also represent a sign of poor employee health and well-being. Employees who are experiencing mental health issues may resign because they feel they cannot get better while they are working or as a result of the workplace being the cause it. To prevent further loss, management should use the information obtained from exit interviews to determine whether there is a pattern relating to mental health, and implement a plan accordingly.
It is important for employers to implement a well-being strategy that focuses on monitoring the early signs of mental health issues. This may include training staff on how to spot and deal with stress effectively. Additionally, employers may consider offering a telephone advice service with access to trained counsellors to act as a supportive network when issues fall beyond a manager’s remit or capabilities.
David Price is managing director of Health Assured
