A subject as important as mental health requires a carefully thought out approach. It’s not good enough to deal with problems as and when they occur; small business leaders need to be proactive and implement processes that support employees’ wellbeing.

" /> A subject as important as mental health requires a carefully thought out approach. It’s not good enough to deal with problems as and when they occur; small business leaders need to be proactive and implement processes that support employees’ wellbeing.

"> A subject as important as mental health requires a carefully thought out approach. It’s not good enough to deal with problems as and when they occur; small business leaders need to be proactive and implement processes that support employees’ wellbeing.

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    • Action plan

    Implementing processes to support employees’ mental health

    High effort

    High impact

    A subject as important as mental health requires a carefully thought out approach. It’s not good enough to deal with problems as and when they occur; small business leaders need to be proactive and implement processes that support employees’ wellbeing.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline
    What's involved? Ways to use this action plan Measuring impact
    1

    Make sure the processes that govern employee workloads and management, and their job role more generally, aren’t detrimental to their mental health

    Impact: high

    Why will this help?

    Supporting mental health starts with creating a healthy working environment. Unrealistic expectations or deadlines, working long hours or having limited breaks and job insecurity are all factors that impact mental health.

    An introduction to best supporting the mental health of employees

    Wondering how to approach mental health support in the workplace? Here’s what you should consider, as well as common mistakes to avoid.
    2

    Develop regular touch points, including one-to-ones, to catch issues before they develop and implement a clear process for reporting problems

    Impact: medium

    Why will this help?

    Identifying red flags with workplace culture and working environment prevents them from developing further. Employees need to understand how to escalate issues too, including what happens if they need to take time off work.

    Conducting one-to-ones with employees

    Using a template for employee one-to-ones, like this one from Bristol University, will help to make sure each meeting is as effective as possible.

    Improving health and wellbeing in the workplace

    Smart leaders know that employee wellbeing impacts everything from productivity to performance. Use these tips to enact change in your business.
    3

    Implement robust mental health training for managers and wellbeing initiatives for team members

    Impact: high

    Why will this help?

    Upskilling line managers makes sure they can support employees. For example, training on being mental health first aiders. Team member training, such as mindfulness sessions, can be helpful too but be aware that this needs to be handled sensitively and isn’t a panacea.

    Should you introduce a chief wellbeing officer?

    An increasing number of firms are adding a chief wellbeing officer to the team. We break down the role and what they bring to the table.

    A great culture doesn’t mean blowing the budget

    The average full-time British employee will spend over 3,500 days at work during their lifetime, so it’s vital that business leaders promote and encourage a healthy and happy working culture to keep staff motivated during working hours.
    4

    Nurture an environment where employees feel comfortable sharing mental health issues

    Impact: high

    Why will this help?

    It can be difficult for employees to talk about mental health. Leading by example and creating opportunities for staff feedback and reviews helps develop a culture where people feel comfortable raising concerns.

    Base your health and wellbeing strategy on people, not theories

    Poor mental health and stress are two of the top causes of long-term absence. Having a health and wellbeing strategy in place is one step towards supporting your employees and creating a motivated and productive workforce.

    Radical candour stops challenging situations becoming bigger issues

    Managing challenging employees is one of the most daunting parts of being a leader. Employee engagement is easier when things are going swimmingly, but what do you do when there’s an issue?
    5

    Implement your plans to support employee mental health, get feedback from staff and keep developing your approach

    Impact: high

    Why will this help?

    Signposting the support that’s on offer and the procedures for dealing with issues ensures employees utilise the opportunity. Developing processes hand in hand with your team makes them more effective and improves the chances of employee buy-in.

    Creating a more inclusive work environment

    Consistently reviewing your work environment, communication and processes is a good way to overcome barriers and create a more inclusive workplace.

    Make employee mental health and wellbeing a key component of your strategy

    The positive impact of strong mental health and wellbeing initiatives is well documented, yet many leaders wait too long to implement a clear strategy in their organisation.

    What can I do with this Action Plan?

    Start this Action Plan

    Add some extra information to this plan and we’ll help you get it done.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline

    Download and print

    Get a printable template for this Action Plan, fill it in with some target dates, and share it with your team. Pin it on the wall where everyone can see it.

    Get the printable Action Plan

    Learning Groups

    We also run Learning Groups on these topics where you can join other leaders tackling the same challenges.

    Find a Learning Group

    How will I know if my action plan is working?

    Staff satisfaction survey results

    Staff satisfaction surveys help gauge sentiment at regular intervals

    Why this metric?

    Whether gathered anonymously or not, staff satisfaction surveys help gauge the sentiment of your people as changes are made and impacts felt.

    How do I start tracking?

    Use an online survey to get feedback from members of staff three and six months after making changes to see what impact it has had.