Mike Hay offers five ways employers can assist employees who are suffering from burnout, anxiety, and stress.
The latest research by Benenden Health shows that 87% of UK workers are affected by depression, anxiety, and burnout. Only 45% of employees believe that their employer prioritizes mental health.
The study found that although 79% employers said that mental health was a priority for their company, only 38% were confident in their ability to identify employees struggling.
It is clear that employers and employees have different views on the importance of mental health. There is much work to do to effectively address anxiety and poor mental wellbeing in the workplace, despite increased efforts to de-stigmatise these issues.
Here are five tips to reduce workplace anxiety and help employers feel confident about supporting their employees.
1. You and your employees should be educated
Leaders and managers should have the authority to provide support to employees who are experiencing mental illness.
Our research revealed that while 82% of companies offer training to their managers, only 49% do so to all manager. Here are some key warning signs:
- Low mood or rapid mood changes
- Being critical of yourself or your work
- Come in late, or show a lack of commitment. Or try to hide it by arriving early, leaving late, or taking on too much at once.
- Loss of confidence
You can hold sessions where you discuss workplace anxiety and different scenarios that trigger it or make it worse.
It is also important to provide employees with both internal and external resources. Anxiety symptoms can be significantly reduced by knowing where to go for help and feeling supported.
2. Create an open and safe environment
It’s important that someone who is experiencing anxiety at work feels comfortable talking about it. Since many employees may not wish to talk about it, let them know that you are always available for confidential conversations.
Consider scheduling regular check-ins and establishing anonymous feedback channels. Also, lead by example.
You should also include mental health discussions in regular meetings, such as planning and appraisals.
Simple questions like “does your workload seem manageable?” or even “how do you feel today?” can encourage workers to be more open.
3. Remind employees of their employee benefits
We found that most businesses offer employee assistance programmes (EAPs) to help employees deal with workplace anxiety. Too often, employees are unaware that they exist.
It is important to remind employees of their benefits if your company has implemented an EAP.
Employees can usually use these benefits for private therapy sessions or life coaching, which both are excellent ways to reduce workplace anxiety.
Consider the following steps to implement an EAP as a business:
- Ask your employees about their challenges to determine what they need.
- This feedback will help you determine the best EAP services.
- Examine company resources and decide whether an EAP can be implemented internally or if it is necessary to hire a third-party.
- Find vendors who meet your budget and needs to support your team.
4. Mental health education and peer support
You can offer mental health first-aid (MHFA), training to your team. MHFA training teaches you and others how to help colleagues who are experiencing workplace anxiety.
It’s important to have MHFA trained staff at every level, as some employees feel more comfortable talking to a colleague than a supervisor.
Post the names and emails of first-aiders in common areas, such as social spaces or kitchens. This will help employees to know who they can turn to for assistance.
5. Fix the problem at its root
It is important to identify the root causes of any issues or challenges at work. Performance anxiety can be a common cause of anxiety at work. It may arise due to high expectations, unrealistic deadlines or a lack of feedback.
It is important to evaluate each person’s performance. Monthly one-to-ones can be used to assess if the workload is manageable, and make adjustments as needed.
It’s important that you, as an employer are aware of your availability. Plan your work schedule and distribute the tasks evenly and fairly to avoid overloading certain members of your staff.
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