Stress Awareness Month
Stress awareness month is held in April to encourage conversations about stress. The theme for this year is “Little by Little, a Little Becomes A Lot” - this is the idea that small actions each day contributes to overall wellbeing. Wellbeing is not just an absence of illness or stress, it is a state of health, happiness, contentment encompassing mental, physical and financial health. It includes positive relationships, a sense of purpose, a feeling of fulfilment, feeling good and functioning well.
According to the Health and Safety Executive, 1 in 6 people are reported to have a mental health issue at any time and mental health related workplace absences cost the UK economy £14bn per year. In March 2024, the Times reported that 20,000 people are off work with mental health related absences in the UK per month. It is more likely than not that you have employees within your workplace who are experiencing poor mental health. With mental health being such a prevalent issue that almost every workplace is trying to combat, this got us thinking about how an employer can recognise Stress Awareness Month and help people manage stress. Here are our top tips:
1. Get the basics right
Pay fair salaries, ensure that up to date job descriptions are in place for all staff and review employment policies to make sure that they are fit for purpose and supporting employees.
2. Keep work in the work-hours
Enable people to disconnect and take proper time away from work by not encouraging or expecting work outside of working hours.
3. Support systems
Promote what support is available, for example, an Employee Assistance Programme.
4. Share your thoughts
Talk about mental health to develop a more open environment. Encourage people to raise concerns, listen to concerns and respond quickly.
5. The power of leaders
Train managers to recognise signs and indications of poor mental health in team members and techniques to help individuals manage their stress.
6. Work-life balance
Promote work life balance and overall good health by encouraging healthy working behaviours, for example, diet, nutrition, staying hydrated and taking breaks and annual leave.
7. Reach out
Provide additional support, for example, having Mental Health First Aiders in your organisation, or referring an employee experiencing poor mental health to Occupational Health to help you understand how to better support them.
8. Get to know your employees’ needs
Help employees understand what coping mechanisms help them manage their mental health. A wellness action plan can be a helpful tool when managers are having conversations about mental health with staff, and individual plans can help with managing the individual’s mental health.
9. Accommodations
Understand and try to accommodate reasonable adjustments to support mental health - for example, allowing flexibility, which could include adjusting schedules or workloads temporarily.
10. Be positive
Recognise and praise great work, celebrating small wins and communicating the impact of someone's work on the overall business can be motivating on an individual and team basis.