6 tips to build mental resilience in the workplace

22 April 2020

6 tips to build mental resilience in the workplace

Kimberly Fernandes

Business Development Manager

Introduction

With 30 of every 1,000 Canadian employees missing work for mental health reasons each week¹, the cost of poor mental health to Canadian businesses is significant. Conference Board of Canada estimates lost productivity costs from anxiety and depression alone amount to $49 billion each year².

Overall, larger businesses and those with HR departments have resources to plan and scope out solutions, allowing them to be more proactive around mental health needs. For small businesses, including partnerships and sole proprietors, limited resources can be a constraint.

To help start 2020 on the right foot, we have put together some simple steps to kick start your mental health strategy.

^{1. Realizing the positive ROI of supporting employees’ mental health
https://www2.deloitte.com/ca/en/pages/about-deloitte/articles/mental-health-roi.html
2. Canadian Accountant http://www.canadian-accountant.com/content/business/recovering-the-costs-of-workplace-mental-health, 2019}

To help start 2020 on the right foot, we have put together some simple steps to kick start your mental health strategy.

1. Create the right environment

The culture of an organisation is fundamental to getting mental health strategies right. With at least one in six workers experiencing common mental health problems³, employers need to actively support mental health and wellbeing and have clear mechanisms in place that encourage their people to ask for help if they need it. At QBE we have mental health first aiders who are trained to listen and suggest support for employees, and we tell employees ‘It’s ok not to be ok’.

^{3. Mind report, ‘Mental health at work’, 2020}

"It's ok not to be ok"

The culture of an organisation is fundamental to getting mental health strategies right. With at least one in six workers experiencing common mental health problems³, employers need to actively support mental health and wellbeing and have clear mechanisms in place that encourage their people to ask for help if they need it. At QBE we have mental health first aiders who are trained to listen and suggest support for employees, and we tell employees ‘It’s ok not to be ok’.

^{3. Mind report, ‘Mental health at work’, 2020}

"It's ok not to be ok"

2. Support early intervention

employees who have access to support early have better outcomes and quicker return to work rates. Create support mechanisms that provide tools for your employees to help themselves, ensuring that you include remote workers, not just those who are office-based. Employers must also be mindful that causes of mental health may not be associated with the workplace so thinking wider than work related issues is also important. Check if your employer’s liability or private medical insurance provides rehabilitation support.

3. Help your line managers

Often those with people management responsibilities genuinely don’t know where to begin when it comes to helping a team member who is struggling with mental health issues. Provide training that helps line managers spot the signs of someone in difficulty and that gives them the confidence and know-how to support that person.

4. Tap into technology

"Lost productivity costs from anxiety and depression alone amount to $49 billion each year"

Wellness apps, such as Headspace or Calm, empower employees to take control and take time out from our daily routine. A relatively small investment could make all the difference for your business and your people.

"Lost productivity costs from anxiety and depression alone amount to $49 billion each year"

Wellness apps, such as Headspace or Calm, empower employees to take control and take time out from our daily routine. A relatively small investment could make all the difference for your business and your people.

5. Encourage employees to be active

Physical activity gives the body a boost, helps us to concentrate, sleep and feel better. Encourage employees to take time off; having time to connect with friends or family and having a break from work is important for a positive mind. Agile and flexible working can be offered to employees as an option.

6. Focus on good stress

Not all stress is bad, but it is important to teach employees resilience, so that they can recognise the difference between positive and negative stress. Resilience and well-being training not only provide employees with the tools to manage stress better but also serves as a way to maintain awareness. Training can be expensive, so some employers adopt the approach of electing champions and “training the trainers” to deliver training to the workforce.

Click the link below to find out more about the award-winning range of rehabilitation services that QBE offers, from support with mental health and absence management to managing very serious injuries and post-claim rehabilitation.