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Supporting Your Staff: Mental Health in the Workplace
Employees in the education sector are experiencing increases in workload and dealing with a lot of change, risk, and stress. There are measures that can support workers’ mental health and wellbeing during times of prolonged stress. It can be helpful for employees to know that you have a plan to address their concerns and support them during difficult times. In fact, having a plan may alleviate worker stress. Your staff are your greatest resource – you can support them.
Provide Resources and Social Support
Staff may not be aware of the resources they have access to for support, whether for their mental health or on topics that might reduce their stress (e.g. childcare, transmission prevention, etc.). In addition, many workers may feel isolated from their social network, whether because they’re stigmatized due to their role or find themselves in isolation at home. There may be opportunities to develop stronger social supports and connect with workers who are currently isolating and feel disconnected.
It can be helpful for employees to know that you have a plan to address their concerns and support them during difficult times.
Strategies for Supporting Staff
Below are a few examples of strategies you can apply to support your staff. There are many more out there though, such as our “Leaders Helping Leaders” guide or the CAMH Mental Health and COVID-19 Discussion Forum.
- Provide Psychological First Aid training to managers to help them support workers
- Offer online or in-person mentorship within the team to develop camaraderie, where appropriate
- Provide information about self-isolation protocols and the accompanying policies for compensation and sick leave to all workers
- Consider regular check-ins with workers who are self-isolating and are not able to work right now
- Provide helpful wellbeing resources to workers in a location easy for them to access
- Ensure all workers are aware of any Employee and Family Assistance Programs available to them
- Ensure workers are working the appropriate hours and taking their union-mandated breaks
Be Available
Significant benefits can be garnered by workers who know that their workplace recognizes their efforts, has implemented proactive procedures, and has a plan to support their fears and concerns. Much of this comes down to clear communication of pertinent information and opportunities for workers to discuss and feel heard by their peers and by their management team. This is the time when leaders need to be visible/available.
Staff Are Your Greatest Asset
Pandemic situations are particularly stressful for education workers whose daily lives are significantly altered as a result. From increased workload to risk of exposure, they’re dealing with a lot of change, risk, and stress. There are measures that can support workers’ mental health and wellbeing during these times of prolonged stress.
During times of significant uncertainty, it can be helpful for employees to know that you have a plan to address their concerns and support them during difficult times. In fact, having a plan may alleviate worker stress. Your staff are your greatest resource – you can support them.
The School
- Maintains effective safety policies, procedures, and guidelines
- Acts proactively to prevent problems rather than wait until there’s a major incident
- Finds balance—people aren’t automatically punished for reporting an incident, but everyone is still accountable for their actions
Administrative Leaders
- Make sure that everyone has the resources to follow guidelines, such as education and access to first aid equipment
- “Walk the talk” every day in their own work
- Listen to everyone and take concerns or complaints seriously
- Actively involve staff in tasks like planning, risk assessment, and training
All Staff
- Follow policies, procedures, and guidelines
- Seek information, education, and advice when they need it
- Speak up if they notice a problem at work
- Participate in safety initiatives and tasks
Each person is an important part of the culture of safety. If administrative leaders set rules that employees don’t follow or if feedback from staff is ignored, for example, that culture can break down. There may be more accidents or problems because safety is no longer a priority. People may take riskier shortcuts to save time, fail to notice errors, fail to respond to problems or fail to communicate important information to others. It’s up to everyone to do their part—your actions keep your coworkers safe, and your coworkers keep you safe.
Refusing Unsafe Work
Workers in Manitoba have the right to refuse work if you believe that the job is unsafe for you or someone else. Your workplace can’t punish you for speaking up or refuse to pay you. The first step is to talk with your Administrator about the problem. If your employer doesn’t fix the problem, you can notify SAFE Work Manitoba. For more information, visit: Right to Refuse | Safety Topics | SAFE Work Manitoba (safemanitoba.com).
If Your Workplace Doesn’t Take a Problem or Concern Seriously
- Contact your workplace Health and Safety Committee
- Contact your union steward to see how the union can help
- Contact SAFE Work Manitoba to report accidents, unsafe work conditions, or safety concerns by calling 204-957-SAFE (7233) in Winnipeg or 1-855-957-SAFE (7233) Outside Winnipeg. For more information about this program, visit: Contact Us | SAFE Work Manitoba (safemanitoba.com).
Provide Resources and Social Support
Staff may not be aware of the resources they have access to for support, whether for their mental health or on topics that might reduce their stress (e.g. childcare, transmission prevention, etc.). In addition, many workers may feel isolated from their social network, whether because they’re stigmatized due to their role or find themselves in isolation at home. There may be opportunities to develop stronger social supports and connect with workers who are currently isolating and feel disconnected.
Strategies for Supporting Staff
Below are a few examples of strategies you can apply to support your staff. There are many more out there though, such as our “Leaders Helping Leaders” guide or the CAMH Mental Health and COVID-19 Discussion Forum.
- Provide Psychological First Aid training to managers to help them support workers
- Offer online or in-person mentorship within the team to develop camaraderie, where appropriate
- Provide information about self-isolation protocols and the accompanying policies for compensation and sick leave to all workers
- Consider regular check-ins with workers who are self-isolating and are not able to work right now
- Provide helpful wellbeing resources to workers in a location easy for them to access
- Ensure all workers are aware of any Employee and Family Assistance Programs available to them
- Ensure workers are working the appropriate hours and taking their union-mandated breaks
Be Available
These current times are not ‘business as usual’. Significant benefits can be garnered by workers who know that their workplace recognizes their efforts, has implemented proactive procedures, and has a plan to support their fears and concerns. Much of this comes down to clear communication of pertinent information and opportunities for workers to discuss and feel heard by their peers and by their management team. This is the time when leaders need to be visible/available.
Web Resources
For more information, we have compiled a list of resources to help you support your staff during these difficult days.
