Justen Arnold: Founder of Flexx Mobility & Performance, nearly 20 years in health & wellness, helping men become Joyfilled Warriors.
The topic of mental health has gained significant attention in recent years, resulting in increased awareness and reduced stigmas surrounding this crucial issue. However, barriers persist in the workplace that hinder open conversations and support for employees’ mental well-being. In this article, I will explore one specific action that managers can take to help ensure their employees receive adequate support when it comes to mental health: promoting a culture of psychological safety.
Psychological safety refers to an environment where individuals feel comfortable expressing their thoughts, concerns and emotions without fear of judgment or reprisal. Back when I was the lead trainer at a local gym, I had the opportunity to witness the true power of psychological safety. One of my team members was facing a tough time outside of work, and it was affecting their performance. I knew how crucial it was for them to feel supported. So, we sat down for an open conversation.
I shared my own experiences of facing challenges and reassured them that it’s OK to ask for help. This simple act of creating a safe space allowed my teammate to open up about their struggles and, together, we worked out a plan to help them manage both their personal life and their responsibilities at the gym. As a result, not only did their performance improve, but our entire team felt a stronger bond of trust and support, ultimately leading to a more positive and productive work environment.
How To Foster Psychological Safety In The Workplace
In my experience, there are a number of things managers can do to help foster psychological safety, including:
1. Encourage open dialogue.
Create an atmosphere where employees feel empowered and encouraged to openly discuss their mental health concerns. Managers can initiate conversations by sharing their own experiences or inviting employees to share their thoughts during team meetings or one-on-one sessions.
2. Practice active listening.
When interacting with employees, give them your undivided attention, show empathy and validate their feelings. Active listening helps employees feel heard and understood, which can be immensely beneficial for their mental well-being.
3. Lead by example.
Managers should demonstrate vulnerability and authenticity by sharing their own struggles and seeking support when needed. This helps break down barriers and encourages employees to feel comfortable doing the same.
4. Offer training and education.
Provide mental health awareness and resilience training programs to help employees understand and manage their mental well-being. Not sure where to start? I recommend:
- Mindfulpath teaches leaders how to notice signs when someone is feeling down and how to have caring conversations. Expect discussions about how to be a good listener and supportive friend at work.
- EmpowerMind can help guide leaders in making their teams feel safe talking about mental health. It helps leaders learn how to be understanding and create an environment where everyone feels accepted.
These are just two examples, but it’s important to research programs that meet your needs because equipping employees with the necessary tools and knowledge to manage their mental health can create a more supportive environment.
How To Implement Supportive Policies
In addition to fostering a culture of psychological safety, managers should ensure that supportive policies and practices are in place to effectively address employees’ mental health needs.
1. Offer flexible work arrangements.
Recognize that work-life balance is crucial for mental well-being. Offer flexible work hours, remote work options or compressed workweeks to accommodate personal responsibilities and promote a healthier work-life integration.
2. Provide employee assistance programs.
If possible, collaborate with your HR department to establish or enhance EAPs that provide confidential counseling, resources and referrals for employees facing mental health challenges. Regularly communicate the availability of these programs to increase awareness and utilization.
3. Include mental health days as part of your benefits.
Introduce policies that allow employees to take mental health days without fear of negative consequences. Promote a supportive environment where employees feel comfortable discussing their needs and taking time off to prioritize their mental well-being.
4. Conduct regular check-ins.
Schedule one-on-one meetings with employees to discuss their work progress and assess their mental health and well-being. This demonstrates genuine care and allows managers to identify signs of distress early on.
By adopting these strategies, managers can not only help reduce the stigma associated with mental health but also create a more inclusive and productive work environment. Ultimately, investing in employee mental health can lead to happier, healthier and more engaged employees—benefiting both individuals and the organization as a whole.
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