Managers Modelling Behaviour for a Mentally Healthy Workplace
Recent research shows that managers impact employees’ mental health just as much as their spouses – and even more than doctors and therapists!
As we approach R U OK? Day, we remind all managers of their role in creating mentally healthy workplaces.
Research highlights the effectiveness of Australia’s R U OK? Day Campaign
Researchers from the University of Melbourne found that the Australian R U OK? Day campaign is relevant and effective in raising awareness and improving behaviours.
Ross and Bassilios (2019) from the Melbourne School of Global and Population Health used data from 2013 participants collected by R U OK? in 2017 to independently update the evaluation of the campaign and determine its impact on changing attitudes and behaviours.
They found that from 2014 to 2017:
Campaign awareness increased from 66% to 78%
Campaign participation increased from 19% to 32%
Relative to those not exposed to the R U OK? Day campaign, people exposed had stronger beliefs in the importance and ease of asking ‘Are you okay’. They were also 2 to 3 times more likely to use the campaign’s recommended helping actions.
Participants exposed to the R U OK? Day campaign were up to 6 times more likely to reach out to someone who might be experiencing personal difficulties, compared to those not exposed to the campaign.
Further, those who had sought help from a mental health professional in the past 12 months were more likely to be aware of and participate in the campaign. This suggests that people experiencing mental health issues recognise the value of seeking and providing social support.
Read the full study below.
Leading for Wellbeing
60% of employees say their job is the biggest factor influencing their mental health.
However, managers cannot expect healthy behaviours from workers if they are not role-modelling such behaviour themselves.
If an employee feels they must work overtime because they cannot leave until their manager does, that is unhealthy.
If an employee feels uncomfortable raising issues of stress with their manager for fear of being ridiculed or seeming weak, that is unhealthy.
“I can’t go home until my boss goes home”
This all-too-familiar phrase is an unfortunate reality for workers.
Some managers make a point to leave the office early so that employees do not feel pressured to work late. In one Victorian business, the manager leaves the office at 5pm to encourage employees to do the same. Often, if there is more to be done, she will sneak back into her office 30 minutes later to continue working or finish the rest of her work at home.
Although an extreme example, it highlights the significant role managers play in shaping healthy behaviour.
Role-modelling positive practices can reduce stigma and build a culture where people are comfortable asking for support.
Examples of Modelling Healthy Behaviours
Manage your workload by training, delegating, and empowering others – by not overloading yourself, you encourage others to avoid doing so too.
Share your self-care practices with your employees, whether it be your midday walk or disconnecting from emails at a certain time of night.
Demonstrate disconnection from work by avoiding sending emails in the middle of the night or whilst on leave/holiday.
Check-in regularly with your team to maintain a culture of openness and kindness.
Remember, employees use your choices as a model – whether you intend them to or not.
Not sure where to start?
Leaders who are:
Actively involved in mental health promotion
Model their commitment to stress management
Prioritise positive mental health in the workplace
...can build a strong organisational culture that contributes to lower rates of mental health illness.
“This could start with leaders undertaking a self-assessment of their leadership style and impact on mental health.”
— Committee for Economic Development of Australia (CEDA)
Certex’s iMind Program is a targeted assessment for psychosocial safety. Managers may be aware of psychosocial risks but unsure of how to address them. This assessment identifies the workplace and social factors that can influence the mental health of your workers, such as leadership style. It provides you the information and tools you need to better look after your employees.
Let us help you help your workers.