Employer News :The 5 things to cover in your workplace mental health training

By Sarah Carter, head of account management at Onebright

Most companies now offer a form of mental health training to employees. But do you know what should be included in this training to ensure that it is effective and impactful? With approximately 42 to 45 billion sterling pounds that are lost each year due to the presence, absence of illness and the rolling of staff of poor mental health, training in mental health can play a crucial role in success, happiness and productivity broader of your employees.

What should your mental health training in the workplace do?

Mental health training in the workplace should aim to create a culture where employees feel comfortable to discuss mental health problems before turning into more serious problems. Effective training raises stigma surrounding mental health, gives employees knowledge and reduces the risk of discrimination. Priority to prevention of reaction is the key, ensuring that individuals and teams have the tools to manage mental health proactively rather than reactively.

Mental health types

One of the most effective training models is a descending approach, where senior managers and management first follow training. When senior leaders defend mental health initiatives, this positions them not only as models, but also encourages an awareness and understanding effect throughout the organization. Having well -trained managers means that employees can request the support of trust figures who are equipped to guide them to the right resources.

Despite the importance of management training, recent CCLA figures have revealed that only 44% of British companies reveal that they provide training for line managers to support employees with mental health problems, a 50% drop in the previous year (2023).

Another precious approach is to name mental health champions within the organization. These people, whether paid or voluntary, serve as defenders of awareness of mental health, stimulating stigma and the improvement of collective knowledge. Mental health champions do not replace the HR team but work alongside them to promote well-being, encourage open conversations and ensure that employees feel supported. Their presence within various departments helps to integrate discussions on mental health in daily interactions in the workplace, which makes it a natural and in progress conversation.

Complete training programs at the organizational scale are particularly beneficial to meet the common challenges that affect all of the work. Subjects such as stress management, resilience, the fight against unnecessary reflection models, overcome procrastination and management of perfectionism can provide practical skills employees to navigate the pressures at the workplace. These large -scale training sessions are particularly useful for new employees as part of their induction process, providing them with essential knowledge from the start.

What should be included in mental health training?

There are many subjects in mental health that can be covered in training, so much so that the list is practically endless, so what exactly are the priority that you need to cover? And what are the most useful things to learn?

1. 1. The main mental health problems are confronted with working adults: Providing basic information on mental health should be your first training in training. This includes the sharing of knowledge on the most common mental health conditions felt by working populations: anxiety, depression, stress and professional exhaustion.
      
   2. Locate signs in ourselves and in our team: It is important to recognize the signs of these different mental health conditions to prevent the problem of developing. Prevention is at the heart of training in mental health in the workplace, and by identifying these signs early, employees and managers can intervene before a problem gets worse.
      
   3. Factors that can have an impact on our mental health: Employees must be aware of the internal and external factors that influence mental health, such as the management of the workload, the balance between professional and private life, personal circumstances and corporate culture. Understanding these elements helps individuals take proactive measures to maintain their well-being.
   4. Start a positive conversation: Promoting a positive culture and the elimination of stigma surrounding mental health not only encouraged a workforce to speak more of their difficulties, but also help individuals to understand others. No one is the same in their experiences, especially with regard to mental health, and it is important to bring people to understand this on others and themselves. Personal care is just as important with this, and training can help employees reflect on themselves.
   5. Access to the external support: Despite the availability of mental health resources in many organizations, a surprising number of employees do not occupy it. Research shows that if 75% of organizations claim to offer mental health support, only a third of British workers can access these services. To fill this gap, training in mental health in the workplace should clearly describe the resources available, including employee assistance programs (EAP) for confidential advice, private medical insurance or additional therapy options. In addition, the signaling of external charitable organizations and assistance lines like Mind and Samaritans guarantee that employees have access to help beyond the workplace. By integrating this information into training, companies can allow employees to request support if necessary, by reducing the risk of crises and improving general well-being.

Although mental health training is essential, it is just as important to adapt it to the specific needs of your workforce. The realization of mental health audits can help companies assess the main areas of concern and design training programs that offer the most value. By adopting a strategic and holistic approach to mental health in the workplace, organizations can ensure that training aligns with their unique challenges and objectives.

By investing in significant and effective training in mental health, companies can contribute to a healthier, more committed and productive workforce – not only supporting current employees, but also shaping a more favorable environment for future generations.