Stress and anxiety are becoming a modern day epidemic, and represent 35% of all work related (reported) absences.
As a manager, how do you respond when you think someone in your team may be becoming anxious or stressed? What do you do when they come to you and say they are having problems at home or at work which are causing them anxiety? How do you create an environment in which your team can thrive?
- buy Lyrica canada 100% of people have mental health!
- http://hsu.net.au/about-us/branches/ One in four people will experience mental ill-health in any one year
- http://kidschanceofne.org/wp-json/oembed/1.0/embed?url=http://kidschanceofne.org/board-of-directors/ Only 47% of managers given enough information to support teams. Managers less
likely to seek help themselves or take time off.
- 23% of people suffering received no support at all from their employer
(stats change from time to time)
By the end of this session, managers will be able to
- ask open questions leading to early identification of an issue
- understand what factors cause stress at work specifically
- understand where reasonable adjustments should be made in order to protect someone’s mental health and the business
- have a clear view of the legal framework which they are operating
- they should feel considerably more comfortable in discussing the topic with their team
- have a plan for ensuring their team doesn’t just survive, but thrives
- have tools to develop self-mastery
The Topics Covered
- How to you assess the risk of stress
- As a manager, how do you deal with a member of your team who you suspect may be struggling with anxiety or their mental health?
Working with HR/Lawyers and the legal issues
- The principles of the Equality Act 2010 and applying the definition of ‘disability’ to mental health conditions
- Case studies on how to sensitively and legally manage long and short term absences caused by mental health issues
- When are employers legally obliged to make reasonable adjustments for staff suffering from mental health illness
- What adjustments are ‘reasonable’? What does the rationale need to look like for reasonable adjustments to work
- The employer’s common law duty of care
- The role of health assessments and the input of medical professionals
Prevention is better than cure: ensuring your team thrive
- The importance of reviews & appraisals for managing and identifying stress;
- The role of training, job design and the optimum amount of mastery and
- The use of policies to manage and prevent the risk of stress – flexible working,
grievance, bullying & harassment and equality & diversity.
- Mastering yourself – being your best self to ensure your team can thrive.
Contact us to book a course for your company or to enquire about open courses.