How to Start a Conversation About Mental Health
If you think that an employee is struggling with their mental health, it is important to start a conversation and check how they are going. Starting the conversation early can help them to get the support they need sooner, and hopefully prevent the problem from getting worse.
Step 1: Keep an Eye out for Changes in Staff Members
If you notice any changes in staff members, and are worried that they may be struggling with their mental health – start a conversation. Learn more about the signs an employee may be struggling here.
Step 2: Choose a Private and Comfortable Place
Choose a private and comfortable place and make sure you have enough time to speak. Make sure the employee knows it is not a performance management conversation. Turn off your phone and give them your full attention.
Step 3: Mention the Change in Behaviour you Noticed
Mention the change in behaviour you have noticed. Be objective. For example, “I have noticed you seem a bit quieter than usual.”
Step 4: Encourage the Person to Talk
Use open ended questions, for example, “How’s everything going for you?”
Step 5: Listen Actively
Try to listen actively and without judgement. Let them lead the conversation in terms of how much they want to tell you. Try not to give them advice. Avoid the temptation to fill the silence.
Step 6: Reflect Back
Show you understand. “Let me get this right – you say you have been having a hard time because of X, Y, Z.”
Step 7: Respond Appropriately
Try to validate the other person’s experience – even if you would feel differently yourself. For example, “That sounds really stressful/difficult” or “I can see it is really hard time.”
Remember, most people just want to feel heard and acknowledged.
Try not to make it about you. Don’t assume because you or someone you know has been through something similar that you understand what they are going through. However, sometimes a personal story can normalise what they are experiencing.
Reinforce the person’s decision to talk to you. Acknowledge the effort it took for the employee to tell you and thank them. “Thank you for telling me. I know it can be hard to open up”.
Step 8: Encourage the Person to Seek Help
Encourage the person to seek help, and where appropriate, help them to decide on the first steps towards a solution.
You might encourage the employee to:
- Reach out to trusted loved ones
- Make an appointment with their GP
- Seek help from your workplace Employee Assistance Provider (EAP)
- Contact their local headspace centre if they are under 25 years of age.
Read more about where to refer staff for mental health support here.
You can provide staff with a list of support services here.
Step 9: Support the Employee and Consider what Work-related Changes you Can Make
Address Workplace Concerns: If an employee’s mental health has been impacted by problems at work (e.g., exposure to a critical incident, high job demands, bullying) it is important to take action to address these concerns and talk to the worker about what they need to support their safety at work. Remember there is a duty to control psychosocial hazards in the workplace and provide a psychologically safe workplace for employees that does not impact their mental health. Read more here.
Seek appropriate advice from your HR Department and Workplace Health and Safety Advisors.
Make Necessary Reasonable Adjustments: If your employee is experiencing a mental health problem, there are a variety of things that your employee may want or need so that they can take care of their mental health. This might taking time off for medical appointments, working around the effects of medication, providing breaks, adjusting the work environment (e.g., so they can work in areas free from distractions), or professional mentoring.
Reasonable adjustments are changes made to a job role that help someone with a mental health condition keep working. Under the law, employers must make reasonable adjustments to support people with a disability (including a mental health condition) provided the person is able to fulfil the core requirements of the job. An employer’s failure to make reasonable adjustments for a worker with a mental health condition may constitute discrimination. Learn more about making reasonable adjustments here.
It is important to tell the employee you want to support them, but don’t overpromise. In an initial conversation, you don’t have to have all the answers. It is fine to say, “Let me take some time to digest and get back to you on X, Y, Z”. Be specific about when you will get back to them (so they don’t have to worry) – and don’t forget to follow-up!
Step 10: Follow-up with the Employee
Follow-up by speaking to the person a few days later. Ask them how they are and whether they have been able to talk to someone.
Step 11: Seek Help from Others
Seek help from others, however, remember that an employee has a right to have information about any mental health condition kept private, so be careful not to disclose confidential information.
Additional Resources
Heads Up
Learn how to start a conversation to support others here: https://www.headsup.org.au/supporting-others/starting-a-conversation
Supervisors can complete a free course on Approaching an Employee you are Concerned About: https://elearn.headsup.org.au/mod/scorm/player.php?a=2¤torg=ORG_BBWW1_1483658805&scoid=4
R U OK?
R U OK? is a harm prevention charity that encourages people to stay connected and have conversations that can help others through difficult times in their lives. Learn how to ask R U OK? here: https://www.ruok.org.au/how-to-ask
Legal Requirements
When it comes to workplace mental health, employers must follow certain legislative requirements – including in relation to confidentiality. Both employers and employees have formal rights and responsibilities under anti-discrimination, privacy and work health and safety legislation. Make sure to seek appropriate legal advice.
Learn more about legal rights and responsiblities in relation to workplace mental health here.
