creating a mentally healthy workplace

Creating a Mentally Healthy Workplace

Session Components

THE WHAT

THE WHY

THE HOWQUICK WINS

NEXT STEPS

www.tanyaheaneyvoogt.com

❖ The 5 Signs Handout

❖ Start Stop Sustain – Protect Promote Support Worksheet

Session Components

THE WHAT

THE WHY

THE HOWQUICK WINS

NEXT STEPS

What exactly is a mentally healthy workplace?

Integrated Strategic Focus On:

Positive workplace culture

Psychological Safety

Psychological/Psychosocial Harm Prevention

Support for people with mental health conditions

What exactly is a mentally healthy workplace?

Transformational

Transactional

Current State Future State

Protect | Promote | Support

Promote actions, behaviours, knowledge, systems and processes that are conducive to positive mental wellbeing for everyone in the workplace.

Protect employees from psychological harm.

Address work related stress factors, and psycho-social risks.

Support employees with mental health conditions to stay at work, or return to work.

Reduce the stigma around mental health.

Raise awareness of the signs that someone may need help.

Guiding Principles for a MHW

What a mentally healthy workplace is not.

Laissez-faire or country-club leadership.

No stress, pressure or accountability.

No reasonable management action to address performance concerns.

A Psychologist clinic or service

Session Components

THE WHAT

THE WHY

THE HOWQUICK WINS

NEXT STEPS

What is a Mentally Healthy Workplace?

Various Perspectives- Helicopter View

FinancialMacro & MicroLost Time HoursCost of Claims

Reputational CostsBusiness Impact/Costs

to ProfitsCost of Loss of IP

Cost of Recruitment

HeartCulture

CompassionPeople

ProductivityOutputs

OutcomesEffectiveness

Success

The Why

• Prior to COVID 1 in 5 Australians experience a common mental health condition in any given year

• Anecdotally - rates now suggested to be @ 3 in 5.

• COVID crisis exacerbates anxiety and depression in existing cases*

• More people are using crisis lines like Lifeline and other mental health services#

• Rates of self injury on the rise#

RESOURCE: COVID-19 resources for managers & workers - Black Dog Institute

*Blackdoginstitute.org.au

# National Mental Health Commission

Mental health toll of coronavirus to create 'second wave' of pandemic, experts warn - ABC News

The WhyCaring for your employees is good for business!

• Associated with higher productivity

• Better work environment = Better business outcomes

• Lower turnover / Loss of IP / Recruitment Costs

• Employee Value Proposition for top talent

• Diverse & Inclusive workplaces = higher innovation, retention, engagement, team performance (DCA)

• Psychological Safety = enabler of innovation

References: Productivity Commission of Australia | AHRI Wellbeing Hub Research Reports | Diversity Council of Australia | The Four Stages of Psychological Safety

• Est cost of workplace absenteeism and presenteeism due to mental ill health $10-18bn per year

• Workcover Costs (Psych. Injury in NSW 54% growth V 3.5% in Physical Injury (2014/15 –2018/19)) Vic rumoured to overtake MSK in next 12-24months.

• Escalating Workcover premiums & 3-year hangover (recommendation that org’s who introduce MHW practices* should be eligible for premium discounts)

• Priority Mental Health Reforms at Federal Level with a Workplace focus

• Productivity Commission 2020, Mental Health, Report no. 95, Canberra Volume 1

• National Code of Practice in development. Some States release codes (NSW June 2021)

“Equip Workplaces To Be Mentally Healthy”

The Why

References: Productivity Commission 2020, Mental Health, Report no. 95, Canberra Volume 1* That align to relevant codes of practice.

The Why

Affects of work-related stress in the workplace may include an increase in:

• Absenteeism

• Staff turnover (including the extra costs of recruitment and re-training)

• Accidents and injuries

• Health care expenditure and employee compensation claims

• Conflict

• Incivility, which can lead to damaged relationships and allegations of bullying behaviours

“As an employer, having a prevention focus in your workplace by controlling risks that can

contribute to work-related stress will help you comply with OHS law.” - Worksafe Victoria

Guiding Principles

The law requires us to proactively identify psychological hazards and eliminate risks as far

as reasonably practicable - not just manage the consequences.

WHS obligations do NOT require you to diagnose or treat.

Session Components

THE WHAT

THE WHY

THE HOWQUICK WINS

NEXT STEPS

Defining The Components

Integrated Strategic Focus On:

Positive workplace culture

Psychological Safety

Psychological Harm Prevention

Support for people with mental health conditions

Culture

❖ The way things are done around here.

❖ Unwritten/unspoken rules/norms.

❖ Artefacts.

❖ The vibe/feel/climate/mood.

❖ Sense of belonging.

❖ Inclusion

The things we walk past, are the things

we accept.

Psychological Harm Prevention (Psychosocial Hazards / Work Related Stress)

Organisational factors• work demands• low levels of control over work• poor levels of support by supervisors and colleagues• lack of role clarity and role conflict• poorly managed relationships• poorly managed change• Incivility• Bullying & harassment• Discrimination• Occupational Violence & Aggression

In chat… which of these are you seeing?

Organisational factors• work demands• low levels of control over work• poor levels of support by supervisors and colleagues• lack of role clarity and role conflict• poorly managed relationships• poorly managed change• Incivility• Bullying & harassment• Discrimination• Occupational Violence & Aggression

Mental Health V Mental Illness

Mental health is about wellness, rather than illness and is not merely the absence of a mental health

condition. It exists on a continuum from positive, healthy functioning to severe impact on everyday

functioning. (Beyond Blue)

Mental Health Continuum - Be You

What is mental health - Beyond Blue

The Factors That Influence Individual Mental Wellbeing

WorkEnvironment

Home/Social

Individual Factors

Control & Influence

Home/Social

Individual Factors

Influence

FULL CONTROL

Influence

Control & Influence

Home/Social

Individual Factors

Influence

FULL CONTROL

Influence

Flexible working arrangements

Carers / Other leave

Reasonable expectations

Reasonable adjustments

Coaching, NLP, Reframing

Leadership Effectiveness

Org Justice

Change Processes

Communication & Consultation

Support & Development www.tanyaheaneyvoogt.com

Protect from Psych Hazards.

Promote Mentally Healthy Behaviours & Culture

Support Our Employees – Link to supportive information, phone numbers.

Session Components

THE WHAT

THE WHY

THE HOWQUICK WINS

NEXT STEPS

Strategic Integrated Approach – Long Term View

Transformational

Strategy Development

Training & Development

Masterclass 1 – Psychological Safety for Inclusion & Learning

Masterclass 2 – Common Psychological Hazards in the Workplace

Masterclass 3 – Effective Leadership in a Mentally Healthy Workplace

Masterclass 4 – Leading Change for a Mentally Healthy Workplace

Masterclass 5 – Building a Mentally Healthy Workplace Culture

Culture Change Coaching

Quick Wins (NOT QUICK FIX) – Low Cost

Transformational

Transactional

Find out what your people telling you

1. Pulse Surveys

2. Anecdotal “Feel”

3. Manager Feedback

4. PMS (If your participation rate is statistically valuable)

ARE YOU LISTENING? ARE YOU TAKING ACTION?

Form a Mental Wellbeing Committee

• Get commitment from CEO/Executive @ Mentally Healthy Workplace focus

• Pull together a group of interested individuals to form a Mental Wellbeing

Committee (tap people on the shoulder – get good representation up, down,

sideways)

• Not about jogging tracks, red dots in the canteen.

• About individual mental wellbeing – culture – harm prevention - connectedness

• There will be synergies with EDI groups and Physical Wellbeing groups.

• Chief Fun Officers | Make Peoples Day | Random Acts of Kindness

Share Helpful Resources

• Beyond Blue / Black Dog Institute / Lifeline

• COVID Mental Health Information

• Crisis Support Phone Numbers, Online Chat Options

• EAP Services

• Host yoga or exercise sessions that are included in work time

• Promote the benefits of mindfulness – teach Leaders to promote to teams

Communicate

Transparency is key:

• Keep people informed. “We don’t know that yet, but this is what we do know…”

• Be positive and optimistic – but not toxically positive

• Help people to reframe – show examples of where previous tough times were

experienced but you prevailed. Identify opportunities arising from the challenges?

• Be clear that expectations are being adjusted to account for things like home

schooling and our COVID fog.

• Have Executive articulate that wellbeing is a priority for the employees and

promote the measures established to support people.

Insights From The Field

My Top 4 Risk Observations Right Now

1. Normalised work overload

2. Poorly managed change and change fatigue

3. Unreasonable expectations regarding work hours

4. Disconnectedness, Team Fragmentation

Preventing and managing work-related stress: A guide for employers - WorkSafe

Quick Wins - Mitigating The Risks

1. Normalised work overload Promote A Safety Culture, Coach @ Boundaries, Feedback, Prioritising Disx, Assertiveness

2. Poorly managed change and change fatigueShare and collaborate - don’t tell. Communicate, Collaborate, Rationalise

3. Unreasonable expectations regarding work hoursShake up outdated norms. Coach/Reframe attitudes & beliefs.

4. Disconnectedness, Team FragmentationBuild wellbeing checks into 1:1s. Daily Check ins – don’t forget the casuals and part timers – even more excluded. Build Leaders capacity to have MH conversations (MHFA).

See Blogs for more information on these issues – for e.g. Are you being deliciously well utilised or distastefully overloaded

- Tanya Heaney-Voogt (tanyaheaneyvoogt.com)

Workers’ mental health claims help put WorkCoverback in the red (theage.com.au)(June 28, 2021)

Creating Your Mentally Healthy Workplace

❖What will happen if we do?

❖What will happen if we don’t?

❖We don’t have the time?

❖Where can we make the time?

Session Components

THE WHAT

THE WHY

THE HOWQUICK WINS

NEXT STEPS

Special Offer – AHRI Mildura Network

1: Complimentary 30 minute consulting session (Expires 31/8/21) Discuss your specific workplace MHW queries/context via Zoom or PhoneBook In

2: Invitation to free Lunch & Learn – Online5th August, 12noon – 1pm

Hear from HR Leaders & Execs who have implemented MHW frameworks, and learn more about transforming your workplace. Open Q&A.Register

Helpful References

Create your action plan (headsup.org.au)

Work Safe – Work Related Stress Prevention Worksheet

Are you taking your duty to protect employees from harm seriously enough? - Tanya Heaney-Voogt (tanyaheaneyvoogt.com)

Avoiding Change Fatigue - Tanya Heaney-Voogt (tanyaheaneyvoogt.com)

The effects of work-related stress - WorkSafe

A guide for employers: Preventing and managing work-related stress (worksafe.vic.gov.au)

Tanya Heaney-VoogtHelping Leaders Transform Workplaces

MBA (Deakin), Dip Coaching, Dip Mgt, CIV TAE, ICFACC, MAHRIProsci Certified Change Practitioner, Certified Trainer The 4 Stages

of Psychological Safety, ICF Certified Leadership & Workplace Coach, Clifton Strengths Coaching

www.tanyaheaneyvoogt.com | M: 0438 513 929 | tanya@tanyaheaneyvoogt.com

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www.tanyaheaneyvoogt.com | M: 0438 513 929 | tanya@tanyaheaneyvoogt.com

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