Your how-to: Commitment to regular mental health training in your workplace
A commitment to regular mental health training in your workplace is a strategic approach that promotes a supportive organisational culture. It is centred on education about mental health issues and the development of key skills among employees to foster wellbeing.
The overarching aim is to instil a better understanding and nuanced attitude towards mental health within your team. This encourages a culture of empathy, open dialogue, and mental health advocacy. The training is not a one-off session, it is an ongoing commitment to ensure all team members are continuously informed and feel supported.
This approach is structured around face-to-face or online workshops, seminars, or e-learning courses. They provide a platform to discuss issues such as mental health stigma, the impact of mental health in the workplace, stress management, resilience strategies, self-care and mindfulness, amongst others.
In Australia, it's also important to consider the legislative context, such as the Work Health and Safety Act 2011, which places a duty on employers to ensure the health and safety of their workers, including mental health. Regular mental health training can be an effective measure to demonstrate compliance with this legislation.
In essence, this is about creating a proactive and preventative strategy that not only addresses mental health issues as they occur but empowers individuals to maintain their mental wellbeing and supports the organisation as a whole.
Step by step instructions
Identify the Need for Mental Health Training: First and foremost, it's important to recognize the need for regular mental health training in your organisation. Be observant of your team members. Have there been noticeable signs of stress, decreased productivity, lack of motivation, or increased sick leaves? Have any employees opened up about their struggles? Understanding these indicators is crucial in identifying the need for mental health intervention.
Research Training Providers: Research various mental health training providers to understand their offerings, approach, and costings. Find a provider that aligns with your organisation's ethos and needs. They should offer ongoing training, as this is a continued commitment, not a one-time seminar.
Schedule the Training: Decide on the frequency and schedule of the training. This could be quarterly, bi-annually, or according to your team's needs. Consider offering a range of sessions to ensure all staff members can attend.
Develop Mental Health Policies: Based on the training, develop a comprehensive mental health policy that reflects your commitment towards supporting the mental wellbeing of your team. This should include procedures for employees who may be struggling, access to support services, and adherence to the Work Health and Safety Act 2011.
Gain Team Buy-in: In order to have successful organisational change, it's essential to have the buy-in from your team. Present the concept of regular mental health training to your team in a staff meeting or individually, highlighting the benefits such as increased wellbeing, productivity, and team cohesion. Encourage discussions and input from everyone.
Choose the Content: The content of the training should be thoroughly relevant to your team. This could include topics such as stress management, handling pressure, recognising signs of mental health issues in oneself and others, and mindfulness techniques.
Ensure a Conducive Learning Environment: Ensure the environment for these sessions is non-judgemental and open. Individuals should feel safe to express their thoughts and engage with the material in a meaningful way.
Follow-up Sessions: Reinforce the learnings through follow-up sessions and discussions. This will not only strengthen the understanding of mental health issues but also open dialogue within the team.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Your employees must feel safe when discussing mental health. If confidentiality is breached, trust will be lost, impacting participation in future training and open conversations about mental health.
Mental health is a complex issue, and a one-size-fits-all approach won't work. Customise your training to fit the specific needs of your employees, industry, and organisation.
Without active involvement and endorsement from the top, the training could face roadblocks. Leaders need to actively participate and demonstrate their commitment to creating a mentally healthy workplace.
Different cultures have different perspectives on mental health. Ensure your training respects and incorporates diverse cultural sensitivities.
Providing mental health training is just the beginning. Be sure to establish an ongoing support structure that employees can turn to when they are struggling.
Mental health understanding is evolving and your training should too. Avoid offering outdated or irrelevant information by keeping your training program updated and providing regular refresher sessions.