Create a Wellness Action Plan 

Wellness Action Plans can be a good way to start regular conversations about mental health and wellbeing with your team. They’re a tool to help you and your employees share what keeps you well at work and when and why you might become unwell. It helps.

you improve wellbeing or support recovery. It’s a personal document written by employees and shared with individual managers and works as an agreement and a tool to promote ongoing discussion. 

Keep asking questions and encourage open conversations 

It might help to add staff wellbeing as a standing item on your agenda at team meetings. Give staff an opportunity to talk about how they’ve been doing and anything that might be affecting their wellbeing. Ask your team for feedback about your management and any additional support you could provide. 

Help your staff prioritise their workloads and feel confident to work effectively 

While it may not be possible to offer staff complete control over their workload and hours, think together about areas where they could make their own decisions and manage their own time. Make sure your team are trained to do their jobs. Look for development opportunities and make sure you’re available to offer support and suggestions too

Praise staff and show you appreciate their efforts Employees who don’t feel properly rewarded for their efforts are more at risk of common mental health problems and increased stress. It’s also important to distribute praise and benefits fairly and make sure you don’t show favouritism within the team. 

Measure the impact of any workplace initiatives

Use guidance in the toolkits and online publications such as MIND’s How to take stock of mental health in the workplace and Time To Change even has a simple mini-health check survey.

Build in accountability by joining MIND's own Wellbeing INDEX, or free initiatives like the Britain’s Healthiest Workplace or Workplace Wellbeing Charter suitable for businesses, whatever the size.

With so much information out there, it can get overwhelming but so often it's about the small stuff as my favourite Time to Change video reminds us, it's only 60 seconds long, but conveys so much! 

 Ask for training 

Most companies offer training on mental health and stress management. You should feel confident about dealing with disclosure and managing and supporting an employee with mental health problems. Talk to your own manager about your training needs. 

Familiarise yourself with any policies 

Make sure you understand any policies your organisation has relating to mental health and wellbeing. This may include sickness absence and health and safety. Make sure your team understand where to find these, what they include and what will happen if they ask for support.