Psychologist says that simply offering a wellbeing app is not enough
This article was produced in partnership with Unmind
Over the last few years, it’s fair to say that change has been the only constant. Faced with ongoing uncertainty and global volatility, the rate of worry, anger, exhaustion and stress among the population has skyrocketed.
But as change is happening on all fronts, there has been one positive outcome – employers and individuals have woken up to the importance of mental health, and are proactively working to give their health and wellbeing the attention that it deserves.
In many instances, employers have been leading the charge when it comes to mental health awareness. But according to Unmind Head of Psychology Dr Kate Daley, while awareness is a good start, it won’t be enough in the long term – instead, employers need to proactively drive cultural change within their organisations, and implement a comprehensive mental wellbeing strategy that starts from the top.
According to Dr Daley, Australian and New Zealand employers are still at various stages of this journey. When it comes to creating a strategy, she says that one of the most valuable things a company can do is to take a proactive, preventative approach to mental health.
“In terms of how Australian and New Zealand employers are doing, it really varies depending on the maturity of the company in terms of mental health,” Dr Daley says.
“Some are really early in their wellbeing journey and so are starting with the foundations, while others are much further on and just refining their offering at the prevention end of things. But what is really positive is that employers are now talking about it, and most are working to find solutions that work for their organisation.”
“Reactive strategies are really important to have for those experiencing mental health difficulties, whether that's therapy, medication or other forms of support - but that only addresses 1 in 5 of us, and only applies to where there is already a difficulty to address,” Dr Daley explains.
“By taking a proactive approach, employers are able to intervene before the problem arises, using preventative strategies as well as promoting positive mental health. This enables us to address the 5 in 5. Wherever you are on the continuum, it's worth investing into your own mental health and that of your employees.”
When it comes to putting this into practice, Dr Daley notes companies should avoid relying solely on wellbeing apps. Instead they should proactively measure the impact of their mental health initiatives, analyse their data, and most importantly, upskill their managers.
As the key people that interact with their teams every day, today’s leaders need to be well equipped in empathy, confidence and emotional intelligence. They should also be able to spot the signs of a struggling employee, and have the right support tools on offer.
Dr Daley says that educating managers can lead to company-wide cultural change which can’t be achieved by simply offering access to a wellbeing app – although evidence-based apps do also have a role to play in personal wellbeing.
“Managers are so central to an organisation, and have a really pivotal role to play in mental health and wellbeing,” Dr Daley says.
“They're not only well placed to support the people they manage, but are also in a position to influence some of the psychosocial risk factors to poor mental health, can create psychological safety for their team.”
“The right training helps not only to equip managers with knowledge and practical skills, but gives them the confidence to put those skills into practice,” she says.
“It's through that behaviour change that we can build healthy cultures that are supportive of mental health, and help your people to flourish.”
Dr Daley says that ultimately, it is important to let employees know that it’s okay to ask for help. In today’s dizzyingly fast, often overwhelming modern world, struggling with mental health is unfortunately all too common. She says that sharing struggles in the workplace can be an ‘invaluable’ support tool, and will allow the employer to provide access to resources that the employee may not otherwise have had access to.
“To any struggling employees - remember that you're not alone, and although everyone's experience is unique we all can struggle with our mental health,” Dr Daley says.
“Sharing how you're feeling, perhaps first with a colleague you really trust, can be invaluable. Having the conversation is often easier than you think it will be, and by sharing, people can gain a bit more understanding of what you're experiencing. You can then get the support (or signposting to support) that you need.
