In today’s workplace, nurturing a strong mental health support network is not just a trend; it’s a necessity. Around 1 in 6 people (14.7%) experience mental health problems in the workplace. Employees who feel supported in their mental wellbeing are more engaged, productive, and loyal. Organisations play a critical role in shaping the mental health landscape for their teams, and building a support system that encourages openness, provides resources, and reduces stigma is vital for long-term success. Here are some practical tips for organisations to create an effective mental health support network.
Promote a Culture of Openness
A mental health support network begins with a culture that encourages open conversations about well-being. When employees feel safe discussing their mental health concerns without fear of judgment or repercussions, they’re more likely to seek the help they need. Managers and leaders should actively demonstrate that mental health is a priority by discussing it openly in meetings, offering resources, and ensuring there’s no stigma attached to seeking support.
Tip: Organise mental health awareness campaigns, training sessions, and employee workshops to normalise conversations around mental health.
Provide Access to Mental Health Resources
Organisations should offer access to professional mental health resources, such as Employee Assistance Programs (EAPs), counselling services, and mental health apps. Providing a range of resources ensures employees can access support in the way that suits them best, whether it’s one-on-one therapy, group support, or self-guided tools.
Tip: Regularly communicate about the resources available, and ensure employees know how to access them easily and confidentially.
Train Managers to Recognise and Address Mental Health Issues
Managers are often the first point of contact for employees experiencing mental health challenges. Providing managers with training on how to recognise the signs of stress, anxiety, and burnout—and how to respond compassionately—ensures employees receive the support they need early on. In fact, 69% of people report that their manager has the greatest impact on their mental health, comparable to the influence of their partner, and greater than that of their doctor (51%) or therapist (41%) (The Workforce Institute UKG). This highlights the importance of training leaders to effectively support employees who may be struggling.
Tip: Include mental health awareness and communication skills in leadership training, so managers feel confident having sensitive conversations.
Encourage Peer Support Networks
Building a strong mental health support network isn’t solely the responsibility of HR or leadership. Encouraging peer support allows employees to lean on one another for guidance and understanding. Peer networks, or mental health champions, can be trained to offer informal support and direct colleagues to professional resources when needed.
Tip: Create a peer support group or a buddy system, where employees are paired up to check in on each other regularly.
Offer Flexible Working Options
Mental health can be significantly impacted by rigid work schedules or a lack of work-life balance. Offering flexible working arrangements, such as remote work options, flexible hours, or compressed work weeks, can help employees better manage their mental health alongside their job responsibilities.
Tip: Ensure that policies on flexible working are clear and accessible, and regularly check in with employees to ensure they’re finding balance in their roles.
Create a Mental Health Policy
A formal mental health policy communicates that your organisation takes the issue seriously. This policy should outline the company’s approach to mental health, the support available, and how employees can access it. It should also address issues such as workplace stress, harassment, and burnout, outlining procedures for dealing with these issues.
Tip: Collaborate with mental health professionals to create a comprehensive policy and ensure that it is communicated effectively across the organisation.
Lead by Example
Leaders and managers play a key role in setting the tone for mental health awareness in the workplace. When leadership openly discusses mental health, takes breaks, and maintains a healthy work-life balance, it signals to employees that it’s okay to do the same. Employees are more likely to prioritise their well-being when they see their leaders doing so.
Tip: Encourage senior leaders to share their own mental health stories or the steps they take to manage stress, helping to destigmatise the conversation around mental health.
Creating a mental health support network within an organisation is essential for building a healthy, productive workforce. By promoting openness, providing access to resources, training leaders, and encouraging peer support, organisations can build an environment where employees feel valued and supported. A proactive approach to mental health ensures that challenges are addressed early, and employees can thrive both personally and professionally.
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