Claire Wornham-Fellows
Executive Coach, Rightsteps
Katy Cullum Birtwistle
Service Manager, Rightsteps
Organisations should offer employees proactive, rather than just reactive, mental wellbeing support. That starts with open and authentic communication between managers and staff.
Over the years, there has been a focus on the steps we should take to maintain our physical wellbeing. Yet, maintaining mental wellbeing? Not so much. “That’s a problem,” says Claire Wornham-Fellows, Executive Coach at mental health specialists, Rightsteps.
“Because if you’re experiencing mental health issues and don’t know where to turn for support, then you’re going to struggle in your personal life and at work. It’s important that we focus more on our mental wellbeing on a daily basis.”
Choosing the right workplace wellbeing strategies
Thankfully, many employers are proactively promoting staff strategies that support mental wellbeing. “Some organisations might put on, say, Zumba classes or mindfulness sessions, have walking groups or book groups,” explains Wornham-Fellows, “However, mental wellbeing is not a one-size-fits-all approach, so those initiatives won’t be right for everyone.”
That’s why organisations should create an atmosphere of psychological safety at work by initiating open, clear and authentic communication between managers and staff. Creating a space of mutual trust and respect encourages colleagues to be honest about their struggles and share ideas about the initiatives they want to see, without fear of judgment.
Employers should ask staff
what they need to stay
happy and healthy.
Difference between proactive and reactive support
“Employers should ask staff what they need to stay happy and healthy,” says Wornham-Fellows, “But they have to listento their answers and put those interventions in place.” They should also provide good signposting to any support, so employees know where to go to receive it.
Above all, it’s vital for support to be proactive rather than reactive, insists Katy Cullum Birtwistle, a psychotherapist, mediator and trainer who, as Service Manager, leads a team of therapists at Rightsteps.
“Employers should provide solutions that help their people before they experience a mental wellbeing issue, such as stress or burnout,” she says. “It’s why we provide support for Mental Health First Aiders, to ensure that they are looking after their own mental wellbeing and have the skills they need to fulfil the remit of their role.”
Proactive mental health solutions
In general, Cullum Birtwistle believes that — while there is more to do — organisations are getting better at offering employees proactive support, solutions and interventions. “If colleagues know that they can reach out for these if they need to, then that’s a real positive,” she says. “It can help them develop their own resilience and prevent mental wellbeing issues before they start.”
