Mental Health Conversation showing two ladies sat down having a conversation

As more companies return to the office, NLT is urging employers to be aware of the potential mental health issues that come with the integration back into a social, physically connected working environment.

Whilst the world is more connected than ever through technology, the pandemic has accelerated the elimination of in-person communication and forced colleagues apart. Returning to the office can be incredibly beneficial for the mental health of some people but, for others, it can be a challenge.

Employers have a duty of care to employees. This means they must do all they reasonably can to support their employees’ health, safety and wellbeing. A mental health issue can also be considered a disability under the law (Equality Act 2010).

Being able to identify signs of mental health issues is a valuable skill for an employer or designated individual to have, both to serve a moral duty and keep the business running smoothly. A healthy team often means a healthy business.

To support employers managing the return to the office for their staff, NLT has developed a bespoke package of health and wellbeing training for managers which is designed to equip them with the knowledge and skills to spot the signs of poor mental health.

Sarah Temperton, Chief Executive of NLT Training Services commented: “The pandemic has brought into focus how important it is for an employer to be aware of mental health in the workplace, particularly as people return to the workplace after spending many months working at home. This is causing anxiety for many people and important that employers address this correctly if they don’t want to lose valuable staff.”

We’ve put together a list of just some of the many signs that might mean someone is struggling following their return to the workplace.

  1. Uncharacteristic behaviour – Whether it’s turning up late, a shorter temper than usual or just a general drop in mood, acting out of character can be a sign of a number of mental health issues.
  2. Drop in productivity – When there’s something going on in our lives, it may be difficult to concentrate and produce the same amount of work as usual. If an employee isn’t being as productive as usual and seems distracted, that might be a side effect of depression, anxiety or stress.
  3. Increased absence – People often don’t feel comfortable talking about mental health issues and can try to avoid confrontation by taking regular absences. Taking a day or two off on a regular basis can also sometimes be a sign of substance abuse, something that’s closely linked with mental illness.
  4. Low engagement levels – It’s difficult to be upbeat and constantly engaging in conversation with colleagues when something else is on your mind. Employees may start contributing less to discussions and showing a lack of motivation to do general tasks.
  5. Irrational fears – Paranoia is a common symptom of a range of mental health issues and can lead to fears around job performance, co-workers and much more.

Please note, other symptoms can also be signs of mental health issues and, if you’re concerned about an individual, it’s always a good idea to approach them and check in.

So, you’ve spotted some of the signs, what should you do now?

  1. Be approachable – It’s important that employees know they can come to you with problems, both in work and in their personal lives. Having the workforce come to you with issues is much more efficient than trying to anticipate problems yourself.
  2. Check up on your team – Be proactive and ask your employees how they’re doing. Ask twice. 75% of people will say they’re fine even if they’re struggling, so it’s always a good idea to make sure and check in with your team.
  3. Show empathy – If you feel comfortable doing so, talking about your own dealings with mental health issues can be a great way to show understanding and might make your employees feel more comfortable about coming to you with problems.
  4. Have a designated mental health officer – It’s not always possible to be fully attentive to every single employee so, especially within bigger teams, it can sometimes be a good idea to have a designated mental health officer to help ensure the team always has someone they can turn to, even when you’re not there.
  5. Keep it confidential – It can take a lot of courage to speak up to anyone about your mental health. If an employee trusts you with that information, return that trust and keep that information confidential.

These are just a few things to note when spotting mental health issues at the workplace, however, it’s important to know that understanding is just the first step. If you feel like an employee would benefit from further help beyond what you can offer, signpost them to other services and offer your support.

Organisations such as Mind, Samaritans, Calm and many more can offer fantastic help and advice to anyone struggling with mental health issues.

Sarah added: “With many businesses facing difficulties with recruitment, employee retention is critical. Being more aware of your employees’ wellbeing could make a real difference to not only their happiness but also the productivity and morale of your workforce.”

NLT has developed a bespoke package of health and wellbeing training for managers enabling them to be equipped with the knowledge and skills to spot the signs of poor mental health.

For more details of the new health and wellbeing training packages for managers, contact NLT today on 0333 880 3540 or email sarah.temperton@nlt-training.co.uk.