If you are managing people, I guess you know very well by now that your role has less to do with hard skills and technical knowledge and requires strong soft skills, like empathy, communication and ability to build trust. As a Leader you are required to foster your team members, understand the challenges and be there to facilitate and support. However, sometimes, numbers, goals and deliverables can be so overwhelming that you can lose focus from your people. Or things that are beyond your range of attention can create issues. Right?
In those periods, it is quite easy for some of your team members to reach burnout. So how to avoid that? Here are 3 questions you can ask yourself to quickly identify if someone needs your support:
1. When was the last time I saw my team members smile or make jokes?
No matter how formal your work environment is, there is always space for some laughter or at least interactions with smiley faces and good mood. If the last days, people do not look happy and work pressure with strict deadlines have taken over, perhaps it is a good idea to invite everyone out for lunch or coffee. A relaxed chat can help to understand more about the situation and your intervention can facilitate the team to take a step back, relax a bit, see the full picture of the situation, feel supported and explore ways to do things without mental exhaustion.
2. Are there any changes in their behavior?
Knowing the habits of your team members, you can observe if someone has started showing up late at work recently, asking for a lot of days off or going frequently on sick leave. This is a clear sign that is facing challenges, and you need to provide help. The source of the problem might be work related or personal, but in any case, being next to that person and looking for ways to help can reduce the risk of an escalation of the situation and a mental burnout.
3. Is there any substantial change in anyone’s life happening lately?
No matter if a change in someone’s life is planned and positive or sudden and difficult, it can create turbulence in mood, affect schedule and absorb resources, therefore if not addressed might lead to mental health issues. So if you are aware that a team member is – for example - having a close relative who is facing a serious health issue, is giving birth to a baby, or has rented a new apartment and moving etc, is a good idea to try to keep a close eye and ensure open conversations and solid trust are there.
One more tip: If your organization offers Employee Assistance Programs, ask HR for insights regarding usage rates. A spike in utilization can indicate that employees are seeking help for mental health issues.
Mental health at work is a multifaceted issue that requires ongoing attention and proactive management. Remember, fostering a culture of openness, understanding, and support is not only beneficial for employees but can also lead to enhanced productivity, morale, and overall organizational success.
Let’s work together to create workplaces where mental health is prioritized, and every employee feels valued and supported.
Bridging Brains & Simplifying Processes Method is a well assessed blend of Business Coaching, Person-Centered Counseling and Consulting designed to convert challenges into opportunities and shift our ways of thinking and communicating to effective and fruitful. Do you want to explore how it can benefit you or your team? Then feel free to book a Discovery Session.
You can also check this article, Protecting Mental Health at Work is everyone's duty, How can I motivate my team when I struggle myself?
Your People in Business Expert,
Sylvia
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