Write a toolbox talk on mental health

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# Recognition and Reward A workplace where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner. This element includes appropriate and regular financial compensation as well as employee or team celebrations, recognition of years served, acting according to organizational values, or milestones reached. ## Why it is important? Recognition and reward: - motivates employees - fuels the desire to excel - builds self-esteem - encourages employees to exceed expectations - enhances team success - Employees receiving appropriate recognition and reward have more energy and enthusiasm, a greater sense of pride and participation in their work, and are more likely to treat colleagues and customers with courtesy, respect and understanding. ## What happens when it is lacking? Lack of recognition and reward undermines employee confidence in their work and trust in the organization. Employees may feel demoralized or they may quit. An imbalance between effort and reward is a significant contributor to burnout and emotional distress leading to a range of psychological and physical disorders. ## Workload Management A workplace where tasks and responsibilities can be accomplished successfully within the time available. A large workload is often described by employees as being the biggest workplace stressor (i.e., having too much to do and not enough time to do it). It is not only the amount of work that makes a difference but also the extent to which employees have the resources (time, equipment, support) to do the work well. Why it is important? Mental Health - Psychosocial Risk Factors in the Workplace CCOHS

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# Recognition and Reward (cont.) ## What are other issues in the workplace that may affect mental health? (cont.) - harassment - any behaviour that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. This act includes words, gestures, intimidation, bullying, or other inappropriate activities. - verbal abuse - swearing, insults or condescending language - physical attacks - hitting, shoving, pushing or kicking - bullying - repeated, unreasonable or inappropriate behaviour directed towards an employee (or group of employees) that creates a risk to health and safety - mobbing - ongoing, systematic bullying of an individual by his or her co-workers - this includes rudeness and physical intimidation, as well as more subtle and possibly unintentional behaviour involving social ostracism and exclusion Most jurisdictional occupational health and safety acts have been expanded to include harm to psychological well-being. Organizations should not tolerate any violent behaviour including aggression, harassment or threats of violence. Violent or aggressive behaviour hurts the mental health of everyone in the organization and creates a psychologically unsafe work environment filled with fear and anxiety. For more information on workplace violence, see the OSH Answers Violence and Harassment in the Workplace. Substance Use, and Problematic Substance Use at Work - Substance use, problematic substance use, and coping strategies can have a significant impact on mental health at work. Addictions and mental health conditions are often coupled (called a concurrent disorder). However, it is often the addiction that first gets noticed, especially in the workplace. Generally, substance use becomes a problem when an individual has lost control over their use or continues to use despite experiencing negative consequences. Employers should look for warning signs that indicate an employee may be struggl…

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# Mental Health - Dealing with Stress in the Workplace (cont.) ## What are some tips I can use to help manage my reaction to stress? (cont.) - Prioritize: Take charge of the situation by taking 10 minutes at the beginning of each day to prioritize and organize your day. Be honest with colleagues, but be constructive and make practical suggestions. - Talk to others: Talk with trusted colleagues or friends about the issues you are facing at work. They might be able to provide insights or offer suggestions. Sharing a problem with others who have had similar experiences may help you find a solution. - Set boundaries: Set limits to when you will work extra hours (including when you will take work calls or check for e-mails outside regular work hours). - Eat right, keep fit: A balanced diet, exercise, and rest can help you to reduce stress and enjoy life. Learn to relax, take several deep breaths throughout the day, or have regular stretch breaks. - Make time for family and friends: These relationships need to be nurtured; if taken for granted they will not be there to share life's joys and sorrows. - Give and accept support from friends and family. - Create a meaningful budget: Financial problems cause stress. Over-spending on our wants instead of our needs can be added stress. - Volunteer: Being involved in your community can give a sense of purpose and satisfaction. - Learn to laugh: Share a laugh with a co-worker, watch a funny movie at home with friends, read the comics, and try to see the humour in the situation. - Identify and deal with moods: We all need to find safe and constructive ways to express our feelings of anger, sadness, joy and fear. - Learn to be at peace with yourself: Get to know who you are, what makes you really happy, and learn to balance what you can and cannot change about yourself. Other mental fitness tips include: - Give yourself permission to take a break from your worries and concerns. Recognize that dedicating even a short…

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# Recognition and Reward (cont.) ## Workload Management (cont.) Most employees willingly work hard and feel a good day's work is fulfilling and rewarding. Workload management is important because there is a unique relationship between job demands, intellectual demands and job satisfaction. Job demands reduce job satisfaction, while intellectual demands or decision-making latitude, increase job satisfaction. Even when there are high demands, if employees also have high decision-making ability, they will be able to thrive. Having high decision-making latitude also allows for positive coping behaviours to be learned and experienced. ## What happens when it is lacking? Any system subject to excess load without reprieve will break. This is as true for people as it is for equipment. Increased demands, without opportunities for control, result in physical, psychological and emotional fatigue, and increase stress and strain. Emotionally fatigued individuals also have a diminished sense of personal accomplishment and an increased sense of inadequacy. Excessive workload is one of the main reasons employees are negative about their jobs and their employers. ## What are other issues in the workplace that may affect mental health? Along with the psychological risk factors listed above, there are several other key issues in the workplace that affect employee mental health. Within each issue are various factors that organizations need to consider in their efforts to create a mentally healthy workplace. The following is adapted from "Workplace Mental Health Promotion: A How-To Guide" from The Health Communication Unit at the Dalla Lana School of Public Health at the University of Toronto, and the Canadian Mental Health Association, Ontario. Stigma and Discrimination - Stigma is defined as negative attitudes, beliefs, or behaviours about or toward an individual or group of people because of a characteristic they share. It includes discrimination, prejudice, judgment, and ster…

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# Mental Health - How to Address and Support (cont.) ## What else can employers do? (cont.) - Explicitly include mental health and psychological safety in your health and safety committee mandate. - Develop policies and practices to address workplace harassment, violence, and bullying. Review your current policies and procedures and consider how they might be positively or negatively contributing to issues of violence and harassment. - Provide education and training that ensures managers and employees know how to recognize hazards such as harassment, bullying, and psychologically unhealthy work conditions. This training provides concrete ways for co-workers to recognize and talk about health issues in general. Managers can additionally contribute to a positive work environment if they have the skills and knowledge to identify and respond to issues before they escalate. - Educate all health and safety committee members about the importance of psychological health in the workplace. - Ask the worker representative(s) on the committee to bring forward general workplace psychological health issues that affect their workforce rather than any individual's particular situation. Require that individual privacy and confidentiality be respected at all times. - Develop policies regarding problematic substance use in the workplace and/or impairment at work make sure all employees are aware of the steps they need to follow. ## Does CCOHS have any other resources to help? Yes! We have several related OSH Answers on health promotion, wellness and psychosocial issues. The following are just a few of the topics that you can find on OSH Answers: - Mental Health - Introduction - Mental Health - Psychosocial Risk Factors in the Workplace - Mental Health - Having Courageous Conversation - Mental Health - Addressing Conflicts - Workplace Health and Wellness Program - Getting Started - Samples of Workplace Health Program Elements - Sample Workplace Health and Wellness…

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# Mental Health - How to Address and Support (cont.) ## Why should employers be concerned about mental health? (cont.) There is also a legislative requirement for employers to protect the mental and physical health of their employees. Many provincial occupational health and safety acts have been expanded to include harm to psychological well-being in the definition of harassment. In jurisdictions that do not have explicit legislation dealing with psychological health in the workplace, the general duty clause would apply. Some legislation now recognizes psychological health and safety as part of overall health and safety responsibilities by using terms like 'psychological well being' and 'psychological injury'. Psychological health and safety can also be found in the following legislated areas: - Definition of harassment and violence - Purpose of the Act - Definition of health and safety - Definition of injury - Adjustment of the work environment to address the well-being of the worker In jurisdictions that do not have explicit legislation addressing psychological health in the workplace, the general duty clause would apply. Please refer to the legislation in your jurisdiction for specific requirements. ## Are there any specific issues in the workplace that affect employee mental health? Research has identified several workplace factors - known as psychosocial risk factors (PSR) - that can have an impact on organizational health, the health of individual employees, and the financial bottom line. The way work is carried out and the context in which work occurs can have a significant impact on an employee's mental health - positively or negatively. When employees have a negative exposure to these factors, there is potential for the development of stress, demoralization, depressed mood, anxiety, or burnout. Organizations need to consider all of these in their efforts to create a mentally healthy workplace. The factors are: - Balance - Civility and Respect …

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# How do I have "that" conversation with a worker? (cont.) ## What employers can do for mental well-being in the workplace? (cont.) Provide opportunities or programs that assist individuals in maintaining good health, such as a fitness policy or healthy food choices. ## What can workers do to address their mental well-being? Some strategies for workers to protect their mental health include: - Seek help when needed. Talk to your supervisor, human resources, or health and safety representative. Use the Employee Assistance Program if available. - Participate in planning with your manager to balance work demands and work load. - Find a hobby or activity that helps you relax and brings happiness, and then do it regularly. - Share your feelings with someone you trust, or write them down in a journal. - Acknowledge when things are going well. Celebrate your successes. - Get to know who you are, what makes you happy, and what your stress triggers are. Learn to acknowledge what you can and cannot change about yourself or the situation. Develop healthy habits such as regular exercise, adequate sleep, and a balanced diet. Fact sheet first published: 2018-07-03 Fact sheet last revised: 2018-07-03 ## Disclaimer Although every effort is made to ensure the accuracy, currency and completeness of the information, CCOHS does not guarantee, warrant, represent or undertake that the information provided is correct, accurate or current. CCOHS is not liable for any loss, claim, or demand arising directly or indirectly from any use or reliance upon the information. Mental Health - Having Courageous Conversations CCOHS

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# Mental Health - Dealing with Stress in the Workplace (cont.) ## How can I deal with workplace stress? (cont.) Below is a quiz from the Canadian Mental Health Association to help identify the extent of a person's stress: <table><tr><th colspan="3">What's Your Stress Index</th></tr><tr><td>DO YOU FREQUENTLY:</td><td>YES</td><td>NO</td></tr><tr><td>Neglect your diet?</td><td></td><td></td></tr><tr><td>Try to do everything yourself?</td><td></td><td></td></tr><tr><td>Blow up easily?</td><td></td><td></td></tr><tr><td>Seek unrealistic goals?</td><td></td><td></td></tr><tr><td>Fail to see the humour in situations others find funny?</td><td></td><td></td></tr><tr><td>Act rude?</td><td></td><td></td></tr><tr><td>Make a 'big deal' of everything?</td><td></td><td></td></tr><tr><td>Look to other people to make things happen?</td><td></td><td></td></tr><tr><td>Have difficulty making decisions</td><td></td><td></td></tr><tr><td>Complain you are disorganized?</td><td></td><td></td></tr><tr><td>Avoid people whose ideas are different from your own?</td><td></td><td></td></tr><tr><td>Keep everything inside?</td><td></td><td></td></tr><tr><td>Neglect exercise?</td><td></td><td></td></tr><tr><td>Have few supportive relationships?</td><td></td><td></td></tr><tr><td>Use sleeping pills and tranquilizers without a doctor's approval?</td><td></td><td></td></tr><tr><td>Get too little rest?</td><td></td><td></td></tr><tr><td>Get angry when you are kept waiting?</td><td></td><td></td></tr><tr><td>Ignore stress symptoms?</td><td></td><td></td></tr><tr><td>Put things off until later?</td><td></td><td></td></tr><tr><td>Think there is only one right way to do something?</td><td></td><td></td></tr><tr><td>Fail to build relaxation time into your day?</td><td></td><td></td></tr><tr><td>Gossip?</td><td></td><td></td></tr><tr><td>Race through the day?</td><td></td><td></td></tr><tr><td>Spend a lot of time complaining about the past?</td><td></td><td></td></tr><tr><td>Fail to get a break from nois…

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# How do I have "that" conversation with a worker? (cont.) - Use calm body language. Have a relaxed posture with unclenched hands and an attentive expression. Position yourself at a right angle to the person, rather than directly in front of them. - Give the person enough physical space. This distance varies by culture but normally 2 to 4 feet is considered an adequate distance. - Get on the other person's physical level. If they are seated, try kneeling or bending rather than standing over them. - Pay attention to the person. Do not do anything else at the same time such as answer phone calls, read e-mails, etc. - Do not stand or sit in a challenging stance such as: - standing directly opposite someone - putting your hands on your hips - pointing your finger - waving your arms - crossing your arms - Do not glare or stare. It may be perceived as a challenge. - Do not make sudden movements. These movements can be seen as threatening. ## What employers can do for mental well-being in the workplace? Some strategies for creating a positive space for protecting mental health include: - Create an organizational culture that values worker input in all aspects, including planning, policy making, and setting goals. - Be sure that managers and supervisors act to support the organization's values. - Balance job demands with workers' capabilities and resources. - Have clearly defined job descriptions to help people understand their roles and what is expected of them. - Provide leadership and mental health training for managers and supervisors to learn their roles in promoting positive mental health. - Encourage and create opportunities for learning, skill development, personal growth, and social interaction with other workers. - Address psychosocial hazards as equally as you would safety or other hazards. Mental Health - Having Courageous Conversations CCOHS

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CCOHSOCCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Mental Health # Mental Health - How to Address and Support ## On this page Why should employers be concerned about mental health? Are there any specific issues in the workplace that affect employee mental health? What can workplaces do to support mental health? What can be done to gain support and participation across the organization? What else can employers do? Does CCOHS have any other resources to help? ## Why should employers be concerned about mental health? The overall health of a workplace includes both the physical and psychological well-being of its workers. By treating mental health and its psychological component equally with the physical environment, a workplace can support their workers' overall well-being. Poor mental health not only hurts the individual, it also reduces corporate profits. It's important that all levels of the workplace - including the Board of Directors, management, finance, and human resources departments - get involved to incorporate mental health at your workplace. It is also necessary to engage your health and safety committee and workers — we all have a shared responsibility for health and safety, including mental health. There is no one "right way" to create a mentally healthy workplace because every workplace is different - from the people doing the work, to the work that needs to be done, to the leaders running the organization, the size of the organization, the external environment that influences the community, and the external resources the company draws. All of these factors play a role in employee mental health. Mental Health - How to Address and Support CCOHS