Recognizing mental health challenges in the workplace and managing mental health at work is the first step; taking appropriate action truly makes a difference. This post details the journey from awareness to action, outlining how managers can support employee mental health by identifying unhelpful thoughts, applying cognitive reframing, and encouraging behavioral activation. Explore the structured approach that can lead to positive change and how managers can seamlessly incorporate these techniques into their regular duties without overstepping professional boundaries.

Introduction

Mental health is more than just a buzzword; it’s a vital aspect of our overall well-being that influences how we think, feel, and act. In the workplace, mental health issues can decrease productivity, absenteeism, and disengagement. Managers play a crucial role in supporting employee mental health by recognizing these issues and taking the proper steps to address them, all while maintaining professional boundaries.

Recognizing Unhelpful Thoughts

Unhelpful thoughts, or cognitive distortions, are negative thinking patterns that can exacerbate mental distress. They might be unrealistic beliefs or exaggerated fears. Recognizing these in oneself or others is the first step from awareness to action.

How Managers Can Help

• Listen Actively: Engage in a conversation where the employee feels heard. Reflect on what you hear and ask open-ended questions.
• Identify the Thoughts: Help employees recognize anxiety-producing thoughts or beliefs hindering their work performance.
• Maintain Professional Boundaries: Recognize that while you can provide support, mental health professionals are best suited for therapeutic interventions.

Applying Cognitive Reframing

Cognitive reframing is a psychological technique that involves identifying and challenging unhelpful thoughts and replacing them with more realistic perspectives.

How Managers Can Help

• Identify the Unhelpful Thoughts: Work with the employee to pinpoint specific thoughts that may be causing distress.
• Evaluate the Thoughts: Encourage them to scrutinize their negative thoughts and consider evidence supporting or contradicting them.
• Foster an Alternative Perspective: Help them develop a balanced view more grounded in reality.

Encouraging Behavioral Activation

Behavioral activation is a method that helps people engage in activities they enjoy or find fulfilling to combat feelings of depression or anxiety.

How Managers Can Help

• Identify Rewarding Tasks: Steer the employee towards work that is intrinsically rewarding.
• Suggest Personal Activities: Encourage them to do things they enjoy or find relaxing outside of work.
• Support and Non-judgment: Express faith in their abilities and emphasize the goal of reconnecting with meaningful aspects of life.

Making Sure Managers Don’t Overstep

Managers must understand their role is not to provide therapy but to support employee mental health and foster a supportive work environment. Here’s how:

• Maintain Confidentiality: Any personal information shared must remain private.
• Guide to Relevant Resources: Be prepared to direct employees to the company’s relevant mental health services.
• Commit to Ethical Boundaries: Abide by professional and ethical principles, such as the American Psychological Association’s “Ethical Principles of Psychologists and Code of Conduct” [cm_simple_footnote id=1].

Conclusion

Managing mental health at work is a multifaceted responsibility that requires careful navigation. By recognizing unhelpful thoughts, applying cognitive reframing, and encouraging behavioral activation, managers can take meaningful steps to support their team members. With clear boundaries, ethical considerations, and an understanding of available resources, managers can move from mental health awareness to active, positive action. To learn more about what you can do to support your employees’ mental health, check out Artisan Agility’s The Leadership Ascent training program. For more information, see this article in the Harvard Business Review.