Managing workplace culture to support mental health

How inclusive is your workplace culture when supporting mental health? As the aftermath of the pandemic continues to affect the mental wellbeing of people in workplaces and organisations, it’s vital to consider what you could - and should - be doing to help.

In this post, Laughologist, Laura Drury encourages you to look at mental health from a different perspective. She shares how can we be proactive, rather than reactive to prevent, as well as support, our teams to have positive mental health. 

Reducing the stigma of workplace mental health

Three months since the Covid restrictions have lifted, and it’s probably as close to pre-Covid, as it gets. Mental health is taking the spotlight as we’re still waiting to see the impact of the many lockdowns, but thankfully supporting mental health in the workplace is now moving toward the norm, rather than the exception.

However, there’s always more to be done. Even though the stigma has significantly reduced and people are able to talk more about it more, sometimes – even for the most extroverted and open of us - it can still be very difficult to speak up.

Rather than procedures and policies to support people who are struggling, wouldn’t it be better to look at culture? To embed habits that might prevent people from getting mentally unwell in the first place?

So how can you change your culture to support positive mental health?

There are many areas we could look at but let’s touch on three:

• Connection 
• Inclusivity
• Communication

Connection

We’re now all aware of how connection, or the lack thereof, has a negative impact on our mental health. For those who couldn’t work in our workspace during COVID, most have welcomed the return to the office. However, connection is more than just being with people. It’s how we work effectively together on a daily basis.  

Part of the joy of the Jubilee bank holiday weekend was the pure fun that people had. Whether Royalists (or otherwise) friends, neighbours, and entire communities gathered to celebrate. Along with the afternoon teas and beer tents came the sack races, welly throwing and the dressing up. As a result, the hysterical laughter, tears and ever-so-wonderful endorphin rush. 

How does that help us at work?

Endorphins make you feel good and that can only be a benefit at work. When laughing, along with endorphins, we release dopamine which helps us learn better and motivates us. We’re therefore more likely to be productive when we’re laughing. 

We also release oxytocin, yet another feel-good chemical which is responsible for social bonding and building trust. Crucial for psychological safety and wellbeing in the workplace.

Finally, it helps us manage our stress response. Therefore, intentionally using humour and laughter on a daily basis, and creating a fun environment is a good place to start!

Inclusivity

Thankfully inclusivity has become the main focus for organisations in recent years and it’s no surprise to anyone that feeling included boosts our mental health too. Look back at those Jubilee turnouts – everyone was welcome!

Inclusivity isn’t just about who we are, how we learn and what we do though. It’s also being inclusive of our beliefs, perceptions and behaviours as well. 

In her new book, ‘The Art of Rest’, Claudia Hammond describes how important rest is, not only to our wellbeing but also to our ability to concentrate! She describes how taking time out for lunch can have a negative stigma – ‘How could that person afford an hour off? They clearly don’t have enough work to do?!’ Needless to say, that’s the wrong response. 

My father-in-law ‘rests’ after breakfast and after lunch each day. However, these are not wasted moments. He’s a wonderful man with a touch of the mad scientist about him and he tirelessly works and plays. In those restful moments, he’s thinking, allowing his brain time to make sense of things, and boosting moments of innovation. 

How is rest perceived in your workplace? How do you perceive the people around you if they take their lunch? Is it actively encouraged? Why not? How could you change that? 

To find out how you can be more inclusive as a leader, read Stephanie Davies’ recent blog here. 

Communication

Open, supportive communication – in a coaching style – is important for many, many reasons. When it comes to supporting mental health and wellbeing, it’s crucial!

But it’s not just about how we communicate in person. It’s the choices we make when we can’t be in the same room. Don’t make Zoom or Teams your go-to, check what the other person would prefer. 

Whilst video conferencing is useful should you need to connect with many, or various parts of the globe, it’s also incredibly draining on our brain’s energy and can make us feel self-conscious. Not great if you’re feeling anxious.

However, the old-fashioned phone call offers us two things: 

1. You are out of the focus when you can’t see yourself and rather than worry about how you come across on screen, your full attention is on the caller so you’re more present and have a better conversation. 
2. (From personal experience alone) calls are quicker! And couldn’t everyone do with a little bit more time?! Especially if wellbeing is being negatively impacted by a feeling of overwhelm

If needed, and where possible, ditch the technology. Choose to meet in person and take a stroll while you do. You’re getting a bit more of that connection time then too.

Finally, as leaders, parents, and peers, we can all take responsibility for changing cultures. We need to make the choices for our own wellbeing, to model them, so others feel they can do the same.

If you’re interested in finding out more about our mental health sessions, email doug@laughology.co.uk - he’s more than happy to answer any questions you may have or suggest how we can support you further.