How to tell your staff you have a mental health problem

20Jul 16

Someone with a diagnosable mental health problem has a medical illness that should be regarded in just the same way as a physical illness. Except many worry that it’s not.

A recruitment website surveyed 1,100 workers earlier this year, and nearly two-thirds said they wouldn’t give their depression as the reason for calling in sick. A whopping 89% believed that disclosing depression in an interview would hinder their chances of getting the job.

Working at the sharp end of the business and its pressures, what happens if you’re the one on medication or being referred to Cognitive Behavioural Therapy sessions?

Everyone in the workplace, at whatever level, is afraid of jeopardising their career progress, appearing ‘weak’ in the eyes of colleagues, and worried their illness won’t be dealt with in the same way as something physical.

As a senior figure in your organisation, it’s imperative that you don’t ignore your concerns about your personal health and state-of-mind. First of all, you’re not alone. 1 in 6 employees will experience a mental health issue at some point. Your business and team rely on you so you have to take responsibility, be courageous and seek the required help and support you need.

Don’t try and compromise by giving partial information, playing down your experiences. You need to be open and honest about specifics: if you’ve had sleep problems, what they are, when they started; how your feelings are affecting your abilities to work and deal with difficult situations; if there’s anything in particular that exacerbates what you’re going through, the long hours, travel, confrontation etc. Masking the problem only serves to delay your recovery.

Make use of your firm’s confidential services, whether that’s in occupational health or an Employee Assistance Programme – or simply someone you trust within the organisation or outside. There will be different tactics for your peers, direct line reports and other groups of staff: individual conversations, to a group, or via line managers. What matters most is to communicate your honesty, commitment to getting a problem sorted, and given the support you have from a wider team, why it’s business as usual.

One of the most effective ways of signalling to your employees that a mental health taboo has no place in your company is for those at the top to speak out about their own problems. What better way to show that careers don’t necessarily suffer, than for the boss to give a talk about how they manage their own bipolar disorder? If a director is open about how work once made them so stressed they needed professional help to deal with their anxiety, colleagues are more likely to open up about their own concerns.

When Unilever HR Director Geoff McDonald opened up about his own depression, other senior leaders followed his example — 18 months on and the number of staff coming forward to talk to line managers about their issues had increased eightfold. Lord Dennis Stevenson, the former boss of both HBOS and Pearson, has talked publicly about how he experiences episodes of severe depression every five or six years, and has called for more employers to encourage open conversations, particularly those involving people at the top.

Ultimately, breaking the stigma and education are key. Introducing mental health awareness and training for leaders, line managers and the workforce alike, will all help with creating a more positive culture. Changing attitudes to people from dealing with stress, depression, anxiety, will be fundamental in ensuring problems are picked up early, there are lower levels of absence and a positive and supportive culture for high-performance.

Also published in Fresh Business Thinking

Would you tell your boss you had a mental health problem? What if you are the boss?

30Jan 16

At Kamwell, we help companies to boost their employees’ wellbeing. Mental health is absolutely key to wellbeing, and there are a number of options you can offer people that will prove beneficial.

But you can’t help your staff deal with, for example, a stress-induced bout of depression, or the recurrence of a long-standing eating disorder, if they don’t feel able to disclose what’s going on.

According to the anti-stigma campaign Time to Change, nearly half of people (48%) say they would feel uncomfortable talking to their employer about a mental health problem. Only 40% of respondents say they would be comfortable doing so.

Good mental health doesn’t mean someone is happy all the time, like a robot. It means they’re in good enough shape to deal with the ups and downs of day-to-day life. They’re functioning, getting pleasure out of things, and realise that mental wellbeing is linked to physical health and a number of other factors.

Someone with a diagnosable mental health problem has a medical illness, that should be regarded in just the same way as a physical illness. Except many worry that it’s not.

A recruitment website surveyed 1,100 workers last month, and nearly two-thirds said they wouldn’t give their depression as the reason for calling in sick. A whopping 89% believed that disclosing depression in an interview would hinder their chances of getting the job.

Employers ought to encourage the individuals who work for them to be open about mental health problems in two types of situation: when a current employee develops a mental illness, for whatever reason; and when new employees with chronic conditions, which may or may not flare up again, start work.

In both cases, that member of staff is likely to take less time off work if they’re able to be open about their mental health problem with their line manager. They’re less likely to quit their job, so you’re less likely to have to go through the costs of recruiting a replacement. Staff who feel supported at work are more engaged and motivated.

But how exactly do you persuade people that it’s okay to talk about mental health?

Sometimes offering yoga sessions at lunchtime, or signing up to a mental health charity’s initiative, may not be enough to give employees the confidence to disclose their medical status. A few disjointed programmes don’t add up to an environment where it’s the norm to talk about things like anxiety and depression.

Stigma in the workplace is a serious issue for people with mental health problems. They’re afraid of jeopardising their career progress, appearing ‘weak’ in the eyes of colleagues, and worried that their illness won’t be dealt with in the same way as a physical illness.

That’s why at Kamwell we take a long-term view, and try to change the culture in a workplace, so that the importance of employee wellbeing is embedded at every level.

Tailored HR procedures, open communications between employees and line managers, mentoring systems — all these things can help. It’s the same as in areas of life outside the workplace; the best way to tackle stigma is by talking.

But in business, one of the most effective ways of signalling to your employees that this taboo has no place in your company is for those at the top to speak out about their own mental health problems.

What better way to show that careers don’t necessarily suffer, than for the boss to give a talk about how they manage their own bipolar disorder? If a director is open about how work once made them so stressed they needed professional help to deal with their anxiety, colleagues are more likely to open up about their own concerns.

But don’t just take it from us.

Lord Dennis Stevenson, the former boss of both HBOS and Pearson, says he experiences episodes of severe depression every five or six years. In a programme on BBC Radio 4, he talks about about the need for “intelligent and enlightened employers to say to themselves ‘it is in my interest’…to have an open atmosphere” when it comes to mental health problems.

And Lord Stevenson is very clear on the best way to achieve this open atmosphere: “It comes from the top. There is no alternative.”

Geoff McDonald Advocate and Campaigner for Mental Health and director at The Bridge Partnership, and was previously HR director at Unilever. He demonstrates how speaking out in the corporate world can have a powerful effect:

“While working for Unilever, I, as a senior leader, ‘came out of the closet’ on my own experience of depression and anxiety. This encouraged other senior leaders to do the same.

“We also brought other role models and prominent figures — including Alastair Campbell — into the business to talk about their experiences. These being people whom one would never expect to have suffered, and thus they ‘normalised’ mental health problems. Which one in four of us will experience during the course of our lives.

“After doing some of this role-modelling work, we saw a significant increase in the number of employees who began to talk and reach out for help. Over an 18-month period this increase was eightfold.”

So remember, talking is the key to unlocking the problems caused by mental ill health in your workforce. That’s why Kamwell is supporting the national Time to Talk Day on February 4th 2016.

1 National Attitudes to Mental Illness Survey conducted by TNS and Kings College London in 2014
2 CV-Library, January 2016
3’The Bottom Line’ presented by Evan Davis, BBC Radio 4, July 2014
4 Time to Talk Day is organised by Time to Change, to get as many people as possible across England talking about mental
health

Time to Talk? Five Tips for Starting the Conversation about Mental Health

20Jan 16

Today is Time to Talk Day – a day when many of us working or living with mental health issues make a particular effort to start conversations about mental health in a bid to raise awareness, reduce stigma and tackle misconceptions.

Many people are unsure about how to start the conversation though, especially when worried about a friend… so here are some ideas, inspired by people whose friends or loved ones did start the conversation:

Persevere
“It took me a lot of time to be honest with my friend. It was about the fifth time she asked that I finally admitted something was wrong.”

If you’re worried about a friend, finding the courage to have the conversation once is likely not to be enough. Your friend may have had ongoing issues for some time and they may be absolutely terrified to open up about them. They may fear the reaction they’ll receive. They may be upset or confused about their own thoughts or feelings. They might simply not have the right words to say. So don’t just ask once. Persevere with your offers of kindness and listening, you never know when the right moment for the conversation might arise.

Chat whilst doing other things
“My friend finally opened up to me when we were skating in the park. I guess it felt a bit less intense and we were relaxed.”

This could be a pretty intense conversation and might simply feel a bit too much one-to-one. Talking about these issues whilst doing something else you both enjoy might help to break the ice a bit and let the conversation flow slightly less intensely.

Say something
“I didn’t know what to say but eventually realised that the only wrong thing to say was nothing, so I just got on with it and started the conversation. It felt a bit awkward at first but not for long.”

Even if you fumble over your words or don’t say quite the right thing, saying something shows we care and it gets the conversation started. The more we’re open to these conversations the more quickly we’ll learn the right and wrong things to say. At the start, the only wrong thing to say is nothing at all.

Act normally
“My Mum gave me some really good advice, she said ‘He’s still your friend, nothing can change that, just talk to him like you would about anything else, he might be ill but he’s not a different person.’”

Just because they might have a mental health issue doesn’t mean someone suddenly turns into a completely different person. Just talk to them as you always have – draw on the things that normally fuel your conversations and make you feel good together.

Don’t judge
“I was worried what my friends would think about me – it was really important to me to know that they wouldn’t judge me because of my self-harm.”

Those of us with mental health issues live in constant fear of judgement. A good friend never judges, they just open their arms and hearts and offer unconditional support. Make it clear that you are that friend from early on in the conversation, you won’t believe the relief your words and actions will bring.

Let your friend tell their own story
“The most helpful thing my friend did was just listen and let me talk.”

Don’t assume or guess what your friend is going through or why they feel the way they do. Instead just listen. Let them tell their own story, even if that is slow or difficult at times. It can be hard, especially when we’re just getting started with opening up, but it’s our story, not yours – listening is the very most helpful and important thing you can do just now.

Think about next steps
“I was too scared to ask for any help, but my friend helped me realise why it was important, and she came with me too.”

If a friend feels safe opening up to you, discuss with them about what you might do together to try to make things a little easier. What support could you seek and how could you go about that together? The journey is a lot less lonely and terrifying when you have a friend to accompany you.

HUFFPOST Lifestyle Dr Pooky Knightsmith