Individual-level Activities

It is very clear in best practice guidelines that individual-level interventions (such as stress management or mindfulness) should always be coupled with addressing the root-cause of the stress, particularly in cases where the source of the stress is occupational. In other words, it’s essential to include some of the Organisational-level Activities alongside your Individual-level interventions.

Click here for resources on designing multi-component interventions.

Strengthen your community by linking employees with local resources and even consider aligning with community organisations as part of a Corporate Social Responsibility policy.

Reducing stigma and addressing workplace incivility are important components of raising awareness and creating a supportive environment in this area. Also see our Community Links to connect with a mental health specialist organisation and subscribe to their newsletter to keep abreast of the latest news and events in this wellbeing space. They may be able to offer supports, services, or partnership in:

• Workshops or lunchtime information sessions. These can be educational in nature to promote understanding of the importance of mental health and work-life balance, reduce misconceptions of mental ill-health or how to be supportive and engage with someone going through a difficult time. Additionally, include awareness on topics that significantly influence mental health such as financial wellbeing and adequate sleep. Instead of once-off sessions, include a long-term plan for these sessions and remember to enable employees to avail of these sessions by making reasonable schedule or workload accommodations.
• Resources to remind staff of the importance of minding their mental health. These can include posters, infographics, videos, or write-ups in company newsletters etc.
• Participating in awareness days. October 10^th is World Mental Health Day. You can join the HSE campaign and support local organisations that specialise in Mental Health and honour the day in various ways while promoting your activities in a company newsletter or on your social media. Remember though that mental health is important all year ‘round!
• Building camaraderie and teamwork. Incorporate social events such as monthly birthday celebrations, a monthly recognition of a star employee or encourage social clubs or other interest group get-togethers. Also consider organising friendly inter-department competitions or group volunteering to strengthen your workplace cohesion.

It is important to remember that every employee is at a different stage of their wellbeing journey in this area. There are employees who are unaware of the implications of mental ill-health and employees who may be at-risk for or currently experiencing distress.

There are noteworthy differences in approaches when designing an initiative for each of these cases. Some approaches focus on health promotion (aiming to improve awareness of mental health and strengthen supportive factors, which is typically more universal in nature) and some focus on prevention of mental ill-health (avoiding disease, where risk-factors play an important part leading to more selective or individualised approaches).

Both approaches are important, and a comprehensive workplace wellbeing programme will offer both in order to be fully inclusive of all employees. It is important to tailor supports accordingly, signpost to appropriate resources or link with appropriate department(s) in the workplace (HR, Occupational Health Nurse, insurance-provider etc.). Also see our Community Links to connect with a mental health specialist organisation who may be able to offer supports, services, or partnership in:

1. Mindfulness or other stress-reduction or relaxation workshops or lunchtime sessions. These can be skills-building in nature to help employees manage their stress or become more resilient. Instead of once-off sessions, include a long-term plan for these sessions and remember to enable employees to avail of these sessions by making reasonable schedule or workload accommodations.
2. Workshops or lunchtime sessions for topics that directly impact mental health. These can include guidance and practical tips for financial wellbeing, remote working, or how to improve sleep as these influence mental health significantly.
3. Resources to promote ways for staff to mind their mental health. These can include posters, infographics, videos, or write-ups in company newsletters etc. that include practical tips to enhance mental health.
4. Ensure inclusion. Don’t forget to make accommodations for remote-working employees and those who work off-site or travel as they will not be able to see on-site posters and can be somewhat isolated from formal and informal conversations. It’s easy for these employees to feel disconnected so special considerations should be made.
5. Developing an EAP. It is important to provide appropriate support to employees who are going through a difficult time.
6. Other advice. Know your legal obligations and recommended supports for employees experiencing mental ill-health or facilitating their return to work when they’re ready.
7. Integrating holistic wellbeing. See how you can integrate other wellbeing areas such as Physical Activity, Healthy Eating and Alcohol and Drugs as these contribute to mental wellness.
8. Abide by best practice. The research suggests that the following seem to be most successful when incorporated into your intervention:
   1. Interventions that include Cognitive-Behavioural Theory (CBT) are widely researched with promising results especially for employees who are coping with anxiety or depression. There are even digital courses available.
   2. While making changes at the organisational level is essential, employees also need to be supported personally to improve their stress resilience.