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Organisation level

For more detailed information on any of the information below you can order a Think Fit! Think Well! pack and read pages 70-78.

Area1

Workplace policies and practices that promote mental wellbeing

Promoting mental wellbeing at work is about providing an environment for employees that promotes and supports their mental wellbeing and reduces stress.

There are a number of key areas that you can work on, to prioritise which of these issues need attention, you can use the results of the employee survey and the workplace assessment

Job control

Providing employees at all levels of the organisation with more control over the way they do their work can help reduce stress levels. Employees need to have some input into decision-making and some influence over their jobs and their workplace. You could look at:

  • Flexible working arrangements
  • Control over work
  • Control over the work environment

Job demands

Job demands such as workload, work patterns and the work environment can affect stress levels at work and need to be controlled. You could look at:stress, woman, office, work

  • Amount and complexity of work
  • Realistic targets
  • Skills development
  • Working hours
  • Work environment
  • Effort and reward

Job roles

Employees need to be clear about why they are undertaking their work and how it fits in with the organisation's aims and objectives. They need to have clearly defined roles and responsibilities. You could look at:

  • Job descriptions
  • Roles
  • Job evaluation
  • Training

Relationships at work

Positive relationships at work can promote mental wellbeing, increase job satisfaction and improve productivity. You could look at:

  • Cooperation between staff and between departments
  • Addressing bullying and harassment
  • Managing conflict and dealing with unacceptable behaviour
  • Equal opportunities
  • Communication

Organisational change

Organisational change and insecure employment status are both associated with an increase in mental health problems. You could look at:

  • Support during change
  • Communication

Area 2

Training managers in the skills needed for dealing with issues around mental wellbeing in the workplace

Managers and supervisors need to have the skills to be able to promote the mental wellbeing of their staff and manage mental health and stress problems effectively.

Training in good management practice

Competent managers have a positive impact on stress and mental wellbeing. Good management practice includes having skills in the following areas:people, chat, outdoor, uniform

  • Developing good ‘people skills'
  • Providing positive feedback and appropriate support
  • Demonstrating that you value staff
  • Offering training and resources for staff to do their job
  • Conducting regular one-to-one supervision sessions
  • Following appraisal processes correctly
  • Providing management training to individuals before promotion
  • Management styles
  • Stress awareness and mental health training (download mental wellbeing factsheets)
  • Managing mental health in the workplace.

Guidance on how to manage someone with a mental health problem

Managers need the information and skills to manage someone who has a mental health problem, is distressed or is off sick or returning to work after an absence due to mental health.

Area 3

Providing a supportive environment for all employees

A supportive environment makes it easier for employees to maintain or achieve good mental wellbeing, and shows that management values their mental wellbeing.

Providing support is especially important for employees who are experiencing, or who have experienced, a mental health problem or stress, and can be a very effective way to prevent the situation worsening. You could look at providing:

  • Assistance, advice and support for all employees
  • Assistance, advice and support for people who experience a mental health problem while in employment
  • Support for staff returning to work after a period of absence due to mental health problems

Area 4

Employment of people who have experience of mental health problemswomen, talking, chat, people

Work can play a very positive role in our life. Mental illness is not necessarily a barrier to effective working, and providing employment and maintaining people in work is a positive way of supporting individuals who have, or who are recovering from, mental health problems.

Employing people with a history of mental health problems will also contribute to promoting a culture of openness within your workplace, where employees feel safe to talk about any problems they have and ask for help early. You could look at:

  • Positive statements in recruitment literature
  • Making reasonable adjustments
  • Retaining staff who develop a mental health problem
  • Set a target and monitor your success in recruiting and retaining people who have experienced mental health problems
  • Pre-employment health screening
  • Support new recruits with mental health problems who are making the transition onto employment.