Your how-to: Informal training on recognising mental health crises in your workplace
Informal training on recognising mental health crises in your workplace refers to the unstructured or casual learning experiences that you, as an HR team, can put in place within your organisation. This training aims to equip your staff with the knowledge and skills to identify mental health issues among their colleagues early on. Unlike formal mental health training sessions that may include set curriculums and certified instructors, this type of training is typically less structured, more flexible, and can occur naturally as part of daily workflow and interactions. It can include initiatives such as peer support, facilitating open discussions about mental health, sharing educational materials, and promoting self-care strategies.
A focus on recognising mental health crises is important as swift recognition and intervention can help employees get the necessary support sooner, potentially preventing a continuation or worsening of mental distress. Implementing this training can be a crucial step in fostering a mentally healthy work environment. In the context of Australia, it is valuable to see this as part of your duty of care under the Safe Work Australia Act to ensure your workplace is mentally as well as physically safe and healthy.
Step by step instructions
Build a Supportive Culture: Cultivate a work environment that encourages open conversations about mental health without judgement or prejudice. Encourage employees to talk freely and listen empathetically to foster understanding and break down stigma. This can be bolstered through team-building exercises and regular communication.
Share Appropriate Resources: Provide educational materials, such as handouts, emails or website links, regarding mental health facts and coping strategies. You could also keep a reference list of mental health professionals and hotlines accessible to employees if they ever need professional help.
Promote Self-Care and Work-Life Balance: Promoting healthy lifestyle habits and balancing work and personal life can be effective preventive measures against mental health issues. Encourage staff to take regular breaks, engage in physical activities, and ensure they have time to reconnect with family and friends.
Review and Tailor the Program: Regularly evaluate your informal training program’s effectiveness and make necessary adjustments to better meet the needs of your employees. This could include informal surveys and staff feedback sessions.
Mental Health Awareness: Schedule regular awareness sessions highlighting mental health issues and their importance. While these sessions can be informal, consider incorporating subject matter experts in a casual setting to discuss and educate your employees about different mental health disorders, their symptoms, and how they can affect work and personal life.
Develop a Peer Support Program: Encourage employees to support each other in times of stress and crisis. This can be achieved by creating a peer support scheme, where selected employees are trained in active listening skills and basic mental health knowledge to provide ad-hoc support to co-workers.
Regular Check-ins and Follow-ups: Encourage managers and team leads to regularly check on their team members and provide support when needed. Recognise when an employee may be struggling and direct them towards appropriate help.
Comply with Australian Workplace Health and Safety Legislation: Ensure your practices align with the Safe Work Australia Act. This includes not only taking care of the physical health but also the psychological health of your employees. HR teams should be familiar with workplace standards and obligations under this legislation. These steps should get you started on creating an informed, responsive, and supportive workplace culture that prioritises mental health and well-being. Remember, these practices should be tailored to fit your own environment and team needs.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Remember, not all symptoms associated with mental health issues are obvious. Look beyond physical signs like agitation and withdrawal. Lower productivity, mounting errors or a change in work performance can be indicative of someone struggling with their mental health.
The field of mental health is constantly evolving, with new research and insights emerging regularly. As such, ongoing training is vital. An initial training session is only the first step in ensuring accurate recognition of mental health crises.
A supportive and open workplace culture is essential in tackling mental health crises. If stigma and discrimination are prevalent in your workplace culture, any training will have limited success. Work on creating an atmosphere where employees feel safe expressing concerns about their mental health.
Respect for privacy is paramount when handling mental health issues in the workplace. Australian laws under the Privacy Act 1988 protect personal information like individual health statuses. Be particularly mindful that conversations around mental health demand sensitivity and discretion.
Recognising the signs of a mental health crisis is only the start. A common pitfall is failing to provide necessary resources and support after recognition, leaving staff members feeling exposed and unsupported. This can have legal implications under workplace health and safety laws, such as the Work Health and Safety Act 2011.
Informal training can be an effective tool in helping employers and employees recognise the signs of mental health crises. However, it's not a substitute for professional help. Advise employees to seek professional medical and therapeutic advice anytime they or their coworkers are experiencing a mental health crisis.