Small companies can be great places to work, offering an informal culture where colleagues feel like family. However, they can also be stressful, and resources for mental health support, such as counselling or employee assistance programs, may be lacking. Millions of workdays are lost to stress, depression, and anxiety annually, a figure expected to rise. Research shows that every pound spent on workplace mental health yields a five-pound return.
So, how can small business owners address mental health issues? What adjustments are most effective for those struggling? And how can employers foster an open culture where employees feel comfortable asking for help?
How Cares transformed staff wellbeing through communication
In 2019, Cares conducted a staff survey highlighting the need to prioritize mental health. The survey showed a 40% wellbeing index. By early 2022, the Health and Safety Committee formed a focus group, led by HJ Dobbie, to tackle key concerns like improving internal communication. They addressed after-hours contact expectations and response times, creating a communication guideline shared with all employees. Dobbie also led training sessions to familiarize staff with the new policy. The result was an increase from 40% to surpassing 80% in wellbeing.
"One major finding of the survey was the need to improve communication within the organization. We don't have an in-house HR team, so HJ, our external consultant, has been exceptional. HJ's support has contributed to our success, and we're pleased with our collaborative relationship.
- Jane Smith, Director at Cares.
First aiders, training, and assessments
The training aimed to address mental health, targeting a diverse audience from intellectual and industrial backgrounds. The sessions included:
- Emphasizing active listening when asking someone how they are.
- Exploring various mental health conditions and encouraging open conversations.
- Raising awareness and recognizing signs in oneself and others, beyond the workplace.
- Provided soft skills training for line managers to identify staff issues.
- Provided online resources and counselling for employees.
“We've also appointed five Mental Health First Aiders in our 45-employee organization. These trained First Aiders serve as confidential contacts for mental health challenges and guide employees to additional support through our employee assistance program.”
- Jane Smith, Director at Cares.
When someone comes to them with problems, Jane and her Mental Health First Aiders discuss it, and make changes that will help. If an individual is off sick, it’s become common to conduct a return-to-work interview to make sure that they are fit for work.
“If anybody is struggling, they can come to their line manager. If they don't feel comfortable with that, then there's also the wellbeing focus group. We have meetings every quarter, and we always ask for feedback from staff, which then flows into the meeting, to see how people are and if they have any struggles, which we then look into.”
- Jane Smith, Director at Cares.
Cares also conducted a stress risk assessment for the organization to gain a broader perspective. This assessment helped identify key areas like performance management, job roles, line management styles, and communication. By examining these elements, they highlighted areas needing improvement and set their focus accordingly.
Mental health awareness in the workplace
"Addressing mental health assists with the recruitment and retention of good employees. Employees expect companies to have an employee assistance program as a standalone policy, not just an addition to insurance."
- Jane Smith, Director at Cares.
In our busy lives, self-imposed pressure is common, and this takes a toll on our wellbeing. Creating awareness and having mental health on the agenda are crucial for fostering openness and communication, and with raised awareness, people feel more comfortable coming forward.
“The key is identifying changes in people's behaviour. Whether someone who's typically cheerful appears less so, or a usually quiet person becomes vocal and critical, these alterations can indicate they're struggling. Employers should foster open dialogue, making it crucial for all, not just HR, to be aware and on the lookout for such signs in colleagues. Recognizing and addressing these changes is vital for a supportive workplace.”
- HJ Dobbie UK Head of HR consultancy at Azets.
The role of leadership in promoting wellbeing and mental health
Be an example
It is important that you can show your vulnerable side and show by example that mental health should be taken seriously. Knowing that you've been through a personal struggle, or how you are working on overcoming something, and then being able to share those experiences by being open about it, will give you a lot of credibility. By taking charge of your own mental health, you show your values and priorities and encourage them to trust that you want the same for them. Your example can make all the difference.
After-hours
It's important to respect boundaries, especially if it's past standard working hours. While some employees may choose to work late, it doesn't give them the right to demand immediate responses from others who don’t. Delay send options for emails have become very common, as well as disclaimers in email signatures, stating that sending an email after work hours doesn't require an immediate response. This helps alleviate pressure on recipients to reply outside of their designated work hours.
"Simply put, mental health must be on the agenda. It’s crucial to show that employee wellbeing is as important as physical health. Ensure everyone knows they can be open and communicate without it costing anything.”
- HJ Dobbie UK Head of HR consultancy at Azets.
Steps you can take as an employer
- Prioritize well-being in every meeting agenda. Regularly including well-being in discussions can keep mental health at the forefront and normalize its importance in the workplace.
- Listen to employees, take appropriate actions, and communicate those actions effectively. Conduct regular staff surveys to assess the organization's mental health and well-being and act on feedback promptly. Demonstrate proactive measures to improve the mental health environment.
- Invest in an Employee Assistance Program (EAP) and ensure employees know how to access it. EAPs can offer valuable services like debt counseling and stress management. Make sure employees are aware of these resources and how to use them. This could also include free resources like the NHS website, Mind, and Mental Health First Aid England.
- Raise awareness about mental health, especially among managers, to identify signs of struggle early and provide support. Include tools like the HSE’s talking toolkit to help managers start conversations and consider initiatives like "Wellbeing Wednesday" to promote open discussions about mental health.
- Recognize the impact of mental health initiatives on business performance, productivity, and employee retention. Highlight how supporting employee mental health leads to tangible benefits for the organization, including improved productivity and retention.
- Promote an open culture and positive environment for staff. Address the root causes of stress and anxiety early to prevent escalation. Broaden the focus from specific stressors to general work environment factors such as control, autonomy, job clarity, and relationships.
- Integrate mental health into initial HR setups, especially for SMEs. Just like health and safety are a priority from day one, mental health should also be part of the foundational practices in any organization.
“As one expert said, 'We want to pick people up while they’re still surviving, not when they’re in crisis.' Seek guidance and act promptly. Ignoring issues won’t make them resolve on their own."
- HJ Dobbie UK Head of HR consultancy at Azets.
Starting with a survey, as Cares did, provides a benchmark and shows employees that wellbeing is a priority. Make wellbeing a regular topic at meetings and at the leadership level. Remember, your people are your greatest asset; supporting them will lead to mutual benefit.