As we leave Stress Awareness month behind us it’s invaluable that we keep the discussion moving, especially in the workplace. Something I continue to place value in is the link between stress and mental health.
Stress in and of itself is not a mental health condition
However, prolonged stress can lead to poor mental health. The most common mental health issues that present in the workplace are depression and anxiety, so it’s important that managers learn how to recognise the early signs of not coping, in themselves and in their people, and that they know how to initiate supportive conversations with others.
Beyond this, managers also need to need to feel comfortable having those supportive conversations and know how to respond to conversations that others instigate when they are making disclosures of poor mental health that go beyond depression and anxiety.
You do not need to be an expert
Holding space for someone to express how they are feeling does not require years of training and expertise in psychology.
Managers do not need to know anything in depth about these illnesses, they just need to know how to support individuals who are struggling.
Make it Clear
The way we talk about anxiety and depression with people is the same way that we need to talk to people about bi-polar and psychosis.
It’s about being open to asking questions and asking the individual about how it affects them specifically, and having the ability to provide a safe space to have that conversation.
Don’t assume – ask
Everyone’s experience of mental health is valid and unique to them. Do not assume that your experience is the same.
Ask them: “how does that affect you?”
Learn How to Listen
Park your assumptions, forget what you think you know about a given topic and just listen to the person in front of you. Listening without judging is one of the most important things you can do for others; do not ask ‘why’ questions, they automatically hold a hint of judgement, ask ‘how’ questions instead, ‘how does that affect you?’ and ‘how can I help?’ are great.
And then be quiet and listen to the answers.
Don’t Try to Fix
As a manager it is not your job or responsibility to find a solution or ‘fix’ things. It is your responsibility to listen to others who are struggling, to provide them with a safe space to share their truth, to listen without judgement and finally to signpost to appropriate support.
Sometimes, if the stress is caused by work you can work together to help identify solutions to resolve issues around workload or relationships. If the solution comes from the individual they will buy-in to taking action and will feel more empowered and more likely to identify their own solutions in the future.
If the problem is not work related you may need to signpost them to appropriate professional support and be available regularly to check how they are getting on, continue to show an interest and ask what support is needed from you, but do not take responsibility for finding the solution.
The reality is that there is no single route or catch-all way to have a conversation such as this and there is certainly no textbook advice to give (nor as a manager is it your job to give advice).
However, there are skills that we can all develop that will help us feel more comfortable talking with others about mental health, (our own and theirs).
If you’d like to develop your empathy and listening skills my Management training programme is a great place to start.
