Look out for the Signs of Mental Health, Your Family and Workmates

INTERVENE EARLY IF POSSIBLE

Physical • Constant colds • Being tired at work • A change in appearance or dress • Rapid weight loss or gain              • Complaining about physical health issues (headaches or migraines)

Emotional • Irritability • Sensitive to criticism • Uncharacteristic loss of confidence • Loss of sense of humour

Cognitive • Increase in mistakes • Problems with decision making • Inability to concentrate • Performance decline

Indicators of potential distress: Early recognition and intervention A key characteristic of a mentally healthy workplace is that when a worker begins to show signs of distress, there are established workplace systems and processes to intervene early before someone suffers a psychological injury. Recognising the signs: The following list of indicators could help management and workers recognise when someone might need support. These signs do not necessarily mean there is an issue but it is important to check in with the person regarding their wellbeing.

Behavioural • Arriving late • Not taking lunch breaks • Taking unofficial time off • Not joining in workplace banter • Not meeting deadlines • Becoming more introverted or extroverted • Generally acting out of character

In the business • Increased absence • Increased staff turnover • Staff working longer hours • Decrease in motivation

How to ask if someone is OK: When someone suffers from a physical condition, such as a broken leg, most managers know the right course of action to take and what to say. However, with distress or psychological injury, managers and workers may have less certainty around what to say or do. There are some simple steps you can take to start a conversation with someone in the workplace.

The conversation guide – Have a conversation

If a worker confides that they may need additional support, it is important to respond.

Some examples of the support your workplace can offer include: •  providing details of the Employee Assistance Program (EAP) or a list of support resources such as those provided in the additional resources section of this toolkit •  redesigning aspects of the job that can cause work-related stress or psychological harm (example control measures can be found here) • examining suitable alternative duties or reasonable modifications or supports if the worker is experiencing personal difficulties.

Selecting and strengthening EAP programs:

Getting ready to ask

1. Be ready – to listen and give time if needed.
2. Be prepared – to be open minded and understanding.
3. Pick a moment – where and when will you approach them.

Starting a conversation

1. Ask R U OK?
2. Listen without judgement.
3. Encourage action. 4. Check in