Your how-to: Workplace counselling resources communication plan
Workplace counselling resources communication plan refers to the process of increasing understanding and awareness about the availability and advantages of counselling resources within your organisation. This involves the implementation of effective communication strategies that promote these resources to employees, making them aware of the support available for their mental wellbeing.
In the Australian context, this may include services such as workplace counselling, employee assistance programs (EAP), and mental health support provided in accordance with the 'Safe Work Australia' guidelines.
Informing your workforce about these resources can reduce stigma around mental health, encourage early help-seeking behaviours and ultimately boost overall productivity and morale within the company. It is a critical aspect of promoting a healthy workplace culture that values mental wellbeing, in line with the National Mental Health Commission's vision for workplaces.
Step by step instructions
Audit Existing Counselling Resources: Inspect the current counselling resources and mental health support offered within your organisation. This audit should cover all aspects like workplace counselling, employee assistance programs (EAP), and other mental health support stipulated in the 'Safe Work Australia' guidelines. Document various elements such as the range of services, availability, and accessibility.
Develop a Communication Plan: Based on the findings from your research, develop a comprehensive communication plan that outlines how you will promote the counselling resources. This should include the channels of communication, frequency, specific messages to be disseminated, and the procedures for employees to access these resources.
Implement the Communication Plan: Once the content is ready, implement your communication plan. This might include distributing emails, conducting workshops, publishing articles on internal portals, and promoting on digital signage within the workplace.
Encourage Leaders to Advocate: Train and encourage leaders within the company to advocate for use of these resources. Proactive leadership can greatly influence employees' attitudes and decrease stigma.
Research On Additional Support: Investigate if there is a need for additional counselling services or mental health support mechanisms within your company which are not currently provided. This could involve conducting surveys or confidential discussions with employees about their awareness and perception of existing resources, and their suggestions for improvement.
Craft Clear, Concise and Engaging Content: Create straightforward and engaging content to share the information about the counselling resources. Ensure that the content emphasises the value and benefits to employees and the support these resources provide for their mental well-being.
Ensure Confidentiality and Stigma Reduction: Ensure your communications promote an environment of confidentiality and reduce the stigma associated with seeking help for mental health issues. This will encourage employees to utilise these resources without fear of judgement.
Monitor and Evaluate: Lastly, monitor the effectiveness of your communications and evaluate the uptake of counselling resources. Regularly review your communication strategy and make changes based on feedback to ensure that it remains effective and relevant.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Confidentiality is the heart of any counseling process. Employees should feel safe and confident that any personal issues discussed in counselling won't spread around the workplace. Make sure to uphold the Privacy Act 1988 (Cth) and other Australian privacy laws.
With evolving times, and changes in counselling techniques and legal frameworks, updates are inevitable. Neglecting to communicate updates can lead to confusion and mistrust.
Ensure that your communication is sensitive to different cultural backgrounds and the diversity in your workforce. The manner in how we communicate about counselling may need to differ according to the cultural nuances of your team members.
Communications about counselling resources shouldn't be filled with complex professional or medical jargon. It's essential to use simple, understandable language that all employees can understand.
Your managers are key to implementing any counselling awareness initiative. They need the right training and resources to handle sensitive matters appropriately and confidently respond to their team's enquiries regarding counselling resources.
Each team within your company might need different ways of communicating about counselling resources. Tailoring your communication based on the team's needs will foster better understanding and engagement.