Tackling Workplace Loneliness

Mental Health Awareness Week takes place this week (9 May 2022 – 15 May 2022) and the theme for this year is loneliness. Mental health issues related to loneliness are likely to affect 1 in 5 people at some point in their lives and have a significant impact on employee wellbeing. According to the CIPD, poor mental health is the leading cause of long-term sickness absence in the UK and costs employers an estimated £56 billion each year (Deloitte, 2022). It also has major consequences for employers in terms of unethical workplace behaviours, lower job performance, risk-taking behaviours, and organisational turnover. The cost of loneliness to UK employers has been estimated to be £2.5 billion every year. (Gov.UK)

Mental Health Awareness Week is an appropriate time for Organisations to reflect on how loneliness impacts the workplace and consider measures they can adopt to promote mental health and support their employees who are experiencing mental ill-health including loneliness, anxiety or depression. Outlined below are 5 practical steps which Organisations can take to promote good mental health at work.

1. Promote an open culture around mental health

In many workplaces, mental health is still a taboo subject. Employees can often be too scared to talk to their manager which can cause problems to spiral. Organisations need to send a clear signal to staff that their mental health matters and being open about it will lead to support, not discrimination. By raising awareness of mental health, and encouraging discussion, employers can challenge this harmful culture. Practical ways that employers can raise awareness of the importance of mental health could include embedding mental health in induction and training, celebrating key dates in the mental health calendar, running internal communication campaigns, signposting to available resources, or recruiting Mental Health Champions who help challenge stigma and change the way employees think and act about mental health in the workplace.

2. Provide mental health tools and support

An easy method to support employees is to ensure that they are aware of the tools and support available to them. Employers should detail the support available to staff if they are experiencing a mental health problem. This could include signposting to medical services or mental health and/or wellbeing peer support groups. Employers should consider providing services to promote good mental health and encourage their uptake. For example, employee assistance programmes provide confidential support for employees on a variety of issues (both personal and work-related) and can cost as little as £100-£200 per year. Choosing the right occupational health service can ensure that staff are sufficiently supported to be/return to work, including during or after periods of being unwell. Employers could also consider the provision of targeted support around key contributors to poor mental health, e.g., financial wellbeing.

3. Ensure work design and organisational culture drive positive mental health outcomes

Organisations need to take a proactive approach to employee wellbeing. This means creating working conditions and an environment that drive positive mental health outcomes. CIPD research shows that unmanageable workloads are the main cause of work-related stress. Employers should design jobs with realistic workloads and targets, and ensure sufficient resources are in place to avoid overwork. Working long hours is not a sustainable way of operating and will take its toll on employees. Employers need to promote work-life balance to ensure employees remain refreshed and productive at work. Offering flexible and agile working arrangements can also be a positive adjustment for employees suffering from mental ill-health, and it can also help to prevent stress if an employee wants a better work-life balance to suit their circumstances. Employers should create opportunities for employees to provide feedback when work design, culture, and conditions are driving poor mental health to continually improve.

4. Train managers in proactive and preventive measures

Managers should be supported and trained to be effective people leaders with an awareness of how to promote positive wellbeing amongst their teams. CIPD research has shown that management style is a leading cause of work-related stress which demonstrates how detrimental the mental health impact can be if Organisations don’t equip managers to perform their people management role in the right way. Managers should not advise about mental health issues as they are not qualified to do so but should be equipped with the skills to have supportive and empathetic conversations with individuals and make work adjustments where needed. Managers should also be alert to the warning signs of mental ill-health and have the knowledge and confidence to refer employees to expert sources of support, such as recommending a GP visit or speaking with a mental health charity. Organisations that offer an employee assistance programme should ensure that employees are aware of how to access this and the support that it can offer them. 

5. Monitor mental health and wellbeing

It is important for employers to routinely monitor employee mental health and wellbeing by understanding available data, talking to employees, and understanding risk factors. Developing a clear picture of the mental health of your Organisation helps you understand what affects employees’ mental wellbeing and how well you are currently supporting them. It also enables employers to evaluate whether their approach is effective and plan further improvements. Employers could use tools such as HR data, surveys, or informal conversations to ask staff about their experiences, perceptions, and wellbeing levels.

How Can Think People Help?

Think People can provide employers with advice and support when it comes to supporting their own staff’s mental health and wellbeing. This could be through formulation and provision of a mental health policy that reflects the company values, or it could be assisting employers with the implementation of a Mental Health Day scheme. These are just samples of the services we provide.

Shannon Lennon

HR Consultant, Think People Consulting

If you would like to speak with a consultant, contact us at:

Office: +44 (0) 2890 310450, +353 (0) 1969 7865

Email: enquiries@thinkpeople.co.uk