Your how-to: Integrating mental health training into new employee onboarding
Integrating mental health training into new employee onboarding involves incorporating awareness and understanding about mental health and wellbeing in your standard induction process for new hires. This typically includes training sessions, workshops, or seminars designed to educate new employees about the importance of mental health in a professional setting, the common signs and symptoms of stress or mental illness, effective coping strategies, as well as an overview of the support resources and services available within your organisation.
This approach helps establish and underscore the company's commitment to employee wellbeing from the outset, setting a supportive workplace culture. The training is comprehensive, covering key mental health topics and equipping employees with the skills and knowledge to take proactive measures in looking after their own mental wellbeing, as well as supporting their colleagues when necessary.
In the context of Australian organisations, this incorporation also aligns with the national mental health standard, known as 'Heads Up' initiative, which provides a framework that supports more mentally healthy workplaces across Australia. Compliance to such standards not only ensures employee wellbeing but can also reduce potential risks and liabilities related to mental health.
Understanding the many factors that contribute to mental health, and providing new employees with the tools they need to maintain theirs, is a sound, practical, and ethical investment. In essence, integrating mental health training into new employee onboarding is about setting the tone for a mentally healthy workplace and encouraging a positive and supportive work culture from day one.
Step by step instructions
Developing an Organisational Strategy: Initiate the development of an overarching organisational strategy for mental health. This strategy should chart the course of action and highlight the importance of mental health awareness all through the employee life cycle.
Designing the Workshop/Seminar: Design and develop a comprehensive workshop or seminar which covers key topics in mental health. This could include understanding the basics of mental health, workplace stressors, coping strategies, maintaining work-life balance, and understanding common mental health conditions like depression and anxiety.
Onboarding Integration: Include the mental health training programme as an integral part of new employee induction or onboarding. Ensure the training is carried out within the initial weeks of joining so new employees understand the significance the organisation places on mental health right from the start.
Regular Updates and Refresher Courses: Ensure the mental health training is not a one-time activity. Regular refresher courses for all employees can complement the onboarding process and embed mental wellbeing into the organisational culture.
Engaging Expertise: Engage mental health experts, such as psychologists or certified mental health practitioners who can tailor a fitting programme for new hires. The agenda should span across understanding mental health, recognising signs of distress and available support channels within the organisation.
Compliance with ‘Heads Up’ Initiative: Ensure that the mental health training programme aligns with the national 'Heads Up' initiative. Adherence to this standard sets a benchmark for mental health strategies and practices within your organisation and can help reduce potential risks and liabilities relating to mental health.
Creating a Supportive Environment: Facilitate the creation of a supportive environment where employees feel comfortable to talk about their mental wellbeing or seek support if needed. Emphasise the confidential nature of these services to encourage use without fear of judgement.
Evaluating Impact and Making Improvements: Periodically evaluate the effectiveness of the mental health training and if it is meeting its intended objectives. This could be through feedback from employees or monitoring changes in the workplace culture. Implement improvements and modifications to ensure your mental health training module remains relevant and effective.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
In Australia, the Fair Work Act 2009 includes anti-discrimination laws relating to mental health. When integrating mental health training, ensure that it does not intrude, stigmatise or discriminate against new employees with pre-existing mental health conditions. Respect each individual's privacy and avoid crossing legal boundaries.
Ensure that your mental health training is designed to be both inclusive and sensitive. Avoid using language, examples, or scenarios that may inadvertently marginalise or offend certain employees. The training should also consider different cultural, social, and personal contexts.
Implementing mental health training is the first step, but ignoring the need for follow-up actions is a pitfall. Regular check-ins, ongoing training, and ensuring continuous support are just as essential as the initial training.
Remember, every employee is unique, and what works for one might not be effective for another. Avoid using a generic mental health training program; instead, customise it to cater to the varying needs and comfort levels of your new employees.
Avoid overwhelming new employees with too much information in a short time. Mental health is a complex and sensitive subject, and understanding it takes time. Make sure to strike a balance between providing important information and overwhelming employees.
While online training can be effective, it should not replace face-to-face interactions completely. Avoid relying solely on e-learning modules for mental health training. Instead, consider incorporating interactive sessions, discussions, webinars, or support groups.