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Is It ‘Just Stress’ – Or Might You Be Dealing With Mental Illness Issues In Your Workplace?
TAKE THIS QUICK ASSESSMENT
1%
Which of the following issues are you experiencing in your workplace right now?
(please choose as many as apply)
Rising absenteeism
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Add RecommendationAdd TagsView All Assigned TagsSpiking benefits usage
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Add RecommendationAdd TagsView All Assigned TagsLower productivity
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Add RecommendationAdd TagsView All Assigned TagsDecreasing job satisfaction
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Add RecommendationAdd TagsView All Assigned TagsIncrease in gossip and other negative social behaviours
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Add RecommendationAdd TagsView All Assigned TagsIncreasing conflict
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Add RecommendationAdd TagsView All Assigned TagsSubstance abuse
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Add RecommendationAdd TagsView All Assigned TagsUnmanageable workloads
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Add RecommendationAdd TagsView All Assigned TagsJob turnover and/or difficulty attracting new talent
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Add RecommendationAdd TagsView All Assigned TagsNone of the above
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Irregularly, in fact, I barely see it at all.
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Add RecommendationAdd TagsView All Assigned TagsOccasionally, and it is becoming more of an issue
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Add RecommendationAdd TagsView All Assigned TagsMore and more often and I am getting concerned
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Add RecommendationAdd TagsView All Assigned TagsHonestly, I feel we are in crisis mode
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How prepared do you feel you and your leaders are to handle your team members who may be experiencing mental illness?
Rate your perceived preparedness on a scale of 1-4
We have this covered | Somewhat prepared | Unsure | Somewhat unprepared | Not really prepared at all |
|
|---|---|---|---|---|---|
Our leaders and our teams have had education on dealing with mental health in the workplace |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
We know where to go to get the mental health and support resources we need |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders are trained in mental health crisis response if a situation were to occur |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders ‘check in’ regularly with their team members and are able to quickly identify and address changes in employee behaviour |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our employees have been given training and contacts to know who to turn to for help in the workplace |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
We are encouraged to speak openly and actively manage any stigma or mental health discrimination in our workplace |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Mental health is made a priority in our workplace when discussing strategic planning, policy changes, benefits, and workload management |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
We proactively work to prevent mental health concerns from arising in the first place through wellness initiatives and by actively creating a positive work culture |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders feel confident in their ability to have a constructive conversation with an employee who has disclosed a mental health concern |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders are well-equipped to make reasonable accommodations for employees with mental health conditions |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Back
Continue
How do you feel your team members would answer these questions?
Rate your perceived preparedness on a scale of 0-4
We have this covered | Somewhat prepared | Unsure | Somewhat unprepared | Not really prepared at all |
|
|---|---|---|---|---|---|
Our leaders and our teams have had education on dealing with mental health in the workplace |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders know where to go to get the mental health and support resources we need |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders are trained in mental health crisis response if a situation were to occur |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders ‘check in’ regularly with their team members and are able to quickly identify and address changes in employee behaviour |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our employees have been given training and contacts to know who to turn to for help in the workplace |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
We are encouraged to speak openly and actively manage any stigma or mental health discrimination in our workplace |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Mental health is made a priority in our workplace when discussing strategic planning, policy changes, benefits, and workload management |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders proactively work to prevent mental health concerns from arising in the first place through wellness initiatives and by actively creating a positive work culture |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders feel confident in their ability to have a constructive conversation with an employee who has disclosed a mental health concern |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Our leaders are well-equipped to make reasonable accommodations for employees with mental health conditions |
We have this covered |
Somewhat prepared |
Unsure |
Somewhat unprepared |
Not really prepared at all |
Back
Continue
I am looking for a speaker or a trainer to move our company forward
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Add RecommendationAdd TagsView All Assigned TagsI am interested in some online learning for myself and my employees
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Add RecommendationAdd TagsView All Assigned TagsI would like some free resources
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Continue
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RED Zone
High Risk:
It's Not Just Stress.
It looks like your workplace is showing many indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
It looks like your workplace is showing many indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
What Could That Mean For Me and My Team?
Organizations with many indicators of mental health issues may have a culture that is disengaged and experiencing low job satisfaction. Employees may feel that they are expected to prioritize work over their mental health, and there may be a culture of stigma or shame around mental health concerns. When leaders are not fully equipped to be responsive to employees' mental health needs, their teams may feel unsupported, isolated, and overwhelmed, which contributes further to their mental health issues. It also leaves the organization exposed to legal and financial risks associated with mental health concerns.
What Can I Do?
One of the things that you may wish to focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
Book a call with Beverly to discuss how to equip your leaders and teams to effectively understand and handle these types of situations.
Book An Exploratory Call With Beverly
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
ORANGE Zone
Moderately High Risk:
It's Not Just Stress.
It looks like your workplace is showing some indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
What Could That Mean For Me and My Team?
Organizations with many indicators of mental health issues may have a culture that is disengaged and experiencing low job satisfaction. Employees may feel that they are expected to prioritize work over their mental health, and there may be a culture of stigma or shame around mental health concerns. When leaders are not fully equipped to be responsive to employees' mental health needs, their teams may feel unsupported, isolated, and overwhelmed, which contributes further to their mental health issues. It also leaves the organization exposed to legal and financial risks associated with mental health concerns.
What Can I Do?
One of the things that you may wish to focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
Book a call with Beverly to discuss how to equip your leaders and teams to effectively understand and handle these types of situations.
Book An Exploratory Call With Beverly
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
YELLOW Zone
Lower Risk:
It Might Not Be Just Stress.
It looks like your workplace is showing relatively few indicators mental health issues and it looks like you and your teams are feeling fairly equipped to understand and effectively handle these types of situations.
It looks like your workplace is showing relatively few indicators mental health issues and it looks like you and your teams are feeling fairly equipped to understand and effectively handle these types of situations.
What Could That Mean For Me and My Team?
In organizations with a low risk of mental health issues, there is a positive and supportive work culture, and management prioritizes employee well-being. Employees have access to resources and support for their mental health needs, and there are clear policies and procedures in place for addressing mental health concerns.
It is important that you are your teams are proactive in understanding, discussing, and managing mental health issues.
As you know, when mental health issues are not appropriately addresseed, employees may become disengaged and experience lower job satisfaction. When leaders are not fully equipped to be responsive to employee's mental health needs, including how to have supportive mental health conversations, their entire team may feel overwhelmed, which can lead to additional mental health issues. It also leaves the organization exposed to legal and financial risks associated with the mental health concerns.
What Can I Do?
One of the things that you may wish to really focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
Book a call with Beverly to discuss how to equip your leaders and teams to effectively understand and handle these types of situations.
Book An Exploratory Call With Beverly
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
RED Zone
High Risk:
It's Not Just Stress.
It looks like your workplace is showing many indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
What Could That Mean For Me and My Team?
Organizations with many indicators of mental health issues may have a culture that is disengaged and experiencing low job satisfaction. Employees may feel that they are expected to prioritize work over their mental health, and there may be a culture of stigma or shame around mental health concerns. When leaders are not fully equipped to be responsive to employees' mental health needs, their teams may feel unsupported, isolated, and overwhelmed, which contributes further to their mental health issues. It also leaves the organization exposed to legal and financial risks associated with mental health concerns.
What Can I Do?
One of the things that you may wish to focus on with your leaders and teams is how to have a supportive mental health conversation. In our Mental Illness: Providing Understanding and Support
eCourse we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
eCourse we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
Sign up for the Mental Illness: Providing Understanding and Support eCourse so that you can equip your leaders and teams to effectively understand and handle these types of situations.
Mental Illness: Providing Understanding and Support eCourse
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
ORANGE Zone
Moderately High Risk:
It's Not Just Stress.
It looks like your workplace is showing some indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
What Could That Mean For Me and My Team?
Organizations with many indicators of mental health issues may have a culture that is disengaged and experiencing low job satisfaction. Employees may feel that they are expected to prioritize work over their mental health, and there may be a culture of stigma or shame around mental health concerns. When leaders are not fully equipped to be responsive to employees' mental health needs, their teams may feel unsupported, isolated, and overwhelmed, which contributes further to their mental health issues. It also leaves the organization exposed to legal and financial risks associated with mental health concerns.
What Can I Do?
One of the things that you may wish to focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
Sign up for the Mental Illness: Providing Understanding and Support eCourse so that you can equip your leaders and teams to effectively understand and handle these types of situations.
Mental Illness: Providing Understanding and Support eCourse
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
YELLOW Zone
Lower Risk:
It Might Not Be Just Stress.
It looks like your workplace is showing relatively few indicators mental health issues and it looks like you and your teams are feeling fairly equipped to understand and effectively handle these types of situations.
What Could That Mean For Me and My Team?
In organizations with a low risk of mental health issues, there is a positive and supportive work culture, and management prioritizes employee well-being. Employees have access to resources and support for their mental health needs, and there are clear policies and procedures in place for addressing mental health concerns.
It is important that you are your teams are proactive in understanding, discussing, and managing mental health issues.
As you know, when mental health issues are not appropriately addresseed, employees may become disengaged and experience lower job satisfaction. When leaders are not fully equipped to be responsive to employee's mental health needs, including how to have supportive mental health conversations, their entire team may feel overwhelmed, which can lead to additional mental health issues. It also leaves the organization exposed to legal and financial risks associated with the mental health concerns.
What Can I Do?
One of the things that you may wish to really focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
Sign up for the Mental Illness: Providing Understanding and Support eCourse so that you can equip your leaders and teams to effectively understand and handle these types of situations.
Mental Illness: Providing Understanding and Support eCourse
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
RED Zone
High Risk:
It's Not Just Stress.
It looks like your workplace is showing many indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
What Could That Mean For Me and My Team?
Organizations with many indicators of mental health issues may have a culture that is disengaged and experiencing low job satisfaction. Employees may feel that they are expected to prioritize work over their mental health, and there may be a culture of stigma or shame around mental health concerns. When leaders are not fully equipped to be responsive to employees' mental health needs, their teams may feel unsupported, isolated, and overwhelmed, which contributes further to their mental health issues. It also leaves the organization exposed to legal and financial risks associated with mental health concerns.
What Can I Do?
One of the things that you may wish to focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
If you are looking for free resources that you can use to equip your leaders and teams to effectively understand and handle these types of situations, check out the WorkSmartLiveSmart.com website.
125 Workplace Wellness Programs You Might Want to Steal
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
ORANGE Zone
Moderately High Risk:
It's Not Just Stress.
It looks like your workplace is showing some indicators of possible mental health issues and it looks like you and your teams are not feeling fully equipped to effectively understand and handle these types of situations.
What Could That Mean For Me and My Team?
Organizations with many indicators of mental health issues may have a culture that is disengaged and experiencing low job satisfaction. Employees may feel that they are expected to prioritize work over their mental health, and there may be a culture of stigma or shame around mental health concerns. When leaders are not fully equipped to be responsive to employees' mental health needs, their teams may feel unsupported, isolated, and overwhelmed, which contributes further to their mental health issues. It also leaves the organization exposed to legal and financial risks associated with mental health concerns.
What Can I Do?
One of the things that you may wish to focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
If you are looking for free resources that you can use to equip your leaders and teams to effectively understand and handle these types of situations, check out the WorkSmartLiveSmart.com website.
125 Workplace Wellness Programs You Might Want to Steal
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
YELLOW Zone
Lower Risk:
It Might Not Be Just Stress.
It looks like your workplace is showing relatively few indicators mental health issues and it looks like you and your teams are feeling fairly equipped to understand and effectively handle these types of situations.
What Could That Mean For Me and My Team?
In organizations with a low risk of mental health issues, there is a positive and supportive work culture, and management prioritizes employee well-being. Employees have access to resources and support for their mental health needs, and there are clear policies and procedures in place for addressing mental health concerns.
It is important that you are your teams are proactive in understanding, discussing, and managing mental health issues.
As you know, when mental health issues are not appropriately addresseed, employees may become disengaged and experience lower job satisfaction. When leaders are not fully equipped to be responsive to employee's mental health needs, including how to have supportive mental health conversations, their entire team may feel overwhelmed, which can lead to additional mental health issues. It also leaves the organization exposed to legal and financial risks associated with the mental health concerns.
What Can I Do?
One of the things that you may wish to really focus on with your leaders and teams is how to have a supportive mental health conversation. In our Work Smart Live Smart presentations and eCourses we show leaders and teams how to use the A-L-E-C model of Ask, Listen, Encourage, and Check-In.
So What's Next?
If you are looking for free resources that you can use to equip your leaders and teams to effectively understand and handle these types of situations, check out the WorkSmartLiveSmart.com website.
125 Workplace Wellness Programs You Might Want to Steal
%%CATEGORY_TOTAL_PERCENT%%
%%CATEGORY_TOTAL_NUMBER%%
[CATEGORY_TOTAL_PERCENT]
[CATEGORY_TOTAL_NUMBER]
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