Mental Health in the Workplace: Leaders are Making a Difference
Mental Health Research Canada recently released two reports that contain interesting findings for leaders in Canadian workplaces.
Last month, MHRC shared the 21st installment of Understanding the Mental Health of Canadians Through Covid-19 and Beyond. The poll revealed that while a significant number of respondents (30%) report that they are experiencing thoughts and behaviours consistent with, or at high risk of developing disorders, and 36% say they are feeling negative health impacts from social media, more Canadians report improvement in their mental health (28%) than a decline (19%) in the last twelve months.
It is particularly encouraging that more Canadians say they are accessing mental health support, and over a third of those who did say the support they received fully met their needs. More than 40% of those who accessed support in the last 12 months indicated that it improved their mental health.
Despite this, just over 30% of poll respondents said they feel very confident recognizing signs of poor mental health in themselves. Over half said they feel only moderately confident, and 8% said they have little confidence.
[See latest poll here]
Leaders can help improve mental health literacy and reduce self-stigma
The second report, Psychological Safety in the Workplace 2024 Update, reveals that leaders’ efforts to make employees feel safe and supported in the workplace are having an impact. Most employees believe leaders work hard to keep them psychologically safe and trust that you are ready to help them when they feel distressed.
Almost 70% of participants in the Psychological Safety in the Workplace research say they would describe their workplace as psychologically safe, and just over 60% say their employer would support them if they felt psychologically distressed.
That means that if some of your employees are among those who have or are at high risk of developing an eating disorder or are struggling with difficult emotions and experiences related to social media or any other issues, they are likely to respond positively to your support and reminders about the resources you have available to help them.
Managers are one of the best sources of support
Among managers who participated in Psychological Safety in the Workplace survey, 92% report being able to identify when an employee is experiencing psychological distress at least some of the time, and 53% say they can do so most of the time.
They also feel better about their ability to support employee performance during periods of psychological distress. More than three-quarters agree they are effective, and 31% strongly agree.
[Read Psychological Safety in the Workplace 2024 Update]
The Ultimate Guide to Middle Management, published by The Niagara Institute highlights the critical role that managers play in building a psychologically safe workplace where people feel safe to speak up and seek support. “A middle manager’s ability to provide purpose, present empathy, show vulnerability, resolve conflict and demonstrate humility when they make mistakes, is central to building trusting and productive relationships with employees.”
Leaders who are committed to creating a culture of safety are making a difference
At a time when there is so much change in the work we do, the way we work together and the tools we use to get our jobs done, it says an awful lot that most employees believe employers care about their psychological safety, and managers are feeling more confident about supporting team members who may be struggling.
This is a powerful and unique position to be in and a great place to build from.
Plan to attend Leaders Breakfast to deepen trust and psychological safety further
On October 16, the CEO Health + Safety Leadership Network will host its next Leader Breakfast in conjunction with the Partners in Prevention Southwestern Conference.
Dr Johanna Pagonis, CEO of Sinogap Solutions and author of Choose to be a Leader Others Would Want to Follow will speak to leaders about creating workplace cultures where people feel safe, supported and able to engage in activity that promotes trust building and innovation.
In this interactive session, you will have an opportunity to engage in discussion with Dr. Pagonis and other leaders about essential leader qualities and organizational strategies that can help you build on the momentum you’ve gained or begin building robust safety culture.
By collaborating in sessions like this and taking advantage of the many resources and tools available, we can continue to improve mental health literacy, reduce self-stigma and increase the number of Canadians who experience improved mental health.
Register today
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