Support and Guidance to ensure we are all OK
I love the question, and am an advocate for, RUOK? Just look at the blogs we have written on the topic! And at HR Business Direction, we are proud supporters of RUOK? in the promotion of regular, meaningful conversations in the workplace. We are passionate about both helping our clients get a ROI from their people and creating working environments that support and prevent mental health issues. We believe that this allows us to make a true difference in society – for businesses and individuals.
But, at times it feels overwhelming for business, after all Business Owners and Managers are wearing so many different hats; marketing, finance, customers and of course employees. Yes, of course I am a big advocate for ensuring employees have a positive mental health because not only as a fellow human being it is the right thing to do but it does ensure productivity and business success as well. However, it is also important for Business Owners and Managers to ensure their own mental health and ask, ‘what about me?’ To create a culture where your employees would ask you, you need to lead the way by living strong organisational values that include care towards the people in the business! Whilst Business Owners and Managers may not want to cross certain boundaries with employees, if they create a culture in which employees feel safe to ask them the question ‘R U OK?’, it may just be enough of a trigger for them to think and start taking action to help themselves – just like anyone else. Equally so, it is important that employees ask themselves and take responsibility as well for their mental health – whether it be work or personal related.
So, whilst it can seem overwhelming, there is a lot more support available to everyone now to ensure this, let’s just look at some of them.
Workplace Legislation such as; Workplace Health & Safety, Psychological Safety, Right to Disconnect, Workplace Bullying, Sexual Harassment, Discrimination, Unfair Dismissal. It is all there to guide employers and support employees to help ensure a mentally healthy workplace. As I say, Comply with legislation for the benefits. There is so much supporting guidance around these issues and people like us to help, with many benefits to be gained from being compliant; increased business performance, increased productivity, increased moral retained skills, a safe workplace and the list goes on, doesn’t that make good business sense.
Workplace Health and Safety legislation has always focused on mental and physical health however I assume with the increased in psychological workers compensation claims and cost and complexity, the Psychosocial Regulation was implemented. This is more than preventing psychological health through bullying, traumatic events, occupational violence and agreement, physical and sexual assault. This goes down to the level of job demands, support, role clarity, poor change management, inadequate reward and recognition, remote or isolate work, poor physical environment and the list goes on. But remember, the legislation provides support and guidance. Whilst it is nothing to be afraid of, is it simply good HR?
The Fair Work Act now includes employees right to disconnect form the workplace. An enforceable workplace right to refuse to monitor, read or respond to contact or attempted contract from their employer outside of working hours, unless such refusal is unreasonable. Whilst business may still be trying to get their head around it – this might help. You can see that the result of this assists in a positive mental health for individuals as well.
Of course, we all know that workplace bullying, sexual harassment and discrimination are all stressful situations for anyone whether at work or elsewhere however again having the legislation (and loads of documented resources) provides support to not only prevent it, manage it, deal with it but more importantly, preventing it in the first place.
Unfair dismissal legislation actually can prevent the most stressful situation by simply following the requirements to avoid unfair dismissal claims. This provides communication to the employee to understand there is an issue, what needs to be done about, support to be provided, time to improve and depending on the situation warnings. This is far better than a simple, quick, consultative ‘see you later’ message.
Then there is a range of development and other supportive measures and focus within the workplace on areas like; leadership development, positive and productive organisational culture, resilience in the workplace and teamwork and further good HR practices which links back to psychosocial considerations and requirements.
R U OK? At Work focuses on building the motivation, confidence and skills of the help-giver – the person who can have a meaningful conversation with someone who is struggling with life. They have resources and products to support creating a culture where asking RUOK? Is OK. It’s not just for when things get serious, sometimes life gets in the way and we feel a bit down. It doesn’t matter what the problem is but someone asking RUOK? can make us feel better or in some cases save a life.
So, we hope you are OK; ask yourself the question RUOK? But contact us here if we can help you to develop a workplace which encourages and supports the question RUOK? as a mentally healthy workplace.
Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
hrbd.com.au