The topic of mental health has become increasingly prominent in recent years, emphasising the crucial need for understanding and addressing it, particularly within the workplace.

According to data from the Health and Safety Executive’s annual report on work-related ill health and workplace injuries, 1.8 million workers stated they were experiencing work-related health issues in the 2022/23 year, with around 50% of these cases attributed to stress, depression, or anxiety.

Before the COVID-19 outbreak, the rate of self-reported work-related health problems had remained relatively steady, but it has since increased compared to 2018/19.

It was estimated that there were 875,000 cases of work-related stress, depression, or anxiety in 2022/23, which is higher than before the pandemic. In total, approximately 35.2 million working days were lost in 2022/23 due to self-reported work-related health issues or injuries.

Duty of Care

As a manager, we have a “duty of care” to ensure that we do all we can reasonably do to support our employee's health, safety and well-being. Regular communication with your team is key to creating a supportive environment, meaning that employees feel comfortable having sensitive conversations.

Creating a workplace where employees feel comfortable discussing mental health issues can prevent problems from escalating. This can result in fewer absences due to mental health issues and boost overall morale in the workplace.

It is crucial to prioritise both mental and physical health equally and foster an environment where employees are encouraged to openly address their mental health concerns.

What can we do as managers?

Encouraging open conversations about mental health among employees can prevent issues from escalating and result in fewer instances of poor mental health-related absences. This can positively impact workplace morale. It is crucial to prioritise both mental and physical health equally within the business.

Creating a supportive environment where employees feel comfortable discussing mental health is essential. This can be achieved by having managers demonstrate positive wellbeing practices and actively challenging any stigmas associated with mental health.

Regular one-on-one meetings between employees and their managers should be facilitated to address any concerns or difficulties they may be facing.

Providing resources to facilitate open dialogues about mental health, offering training sessions, and launching campaigns to raise awareness about mental health are also beneficial.

Designating mental health advocates who are trained to listen and guide employees toward appropriate support services can further enhance the mental health support system within the company.

Creating a Supportive Atmosphere

It is important to be open, accessible, and supportive to team members who may be facing difficulties. Your leadership approach should be adaptable to meet the individual needs of each person.

For instance, if an individual is working remotely, you could inquire about their preferred method of communication - whether it be through phone calls, video meetings, or email.

Regular communication with your team is essential in order to assess how they are managing. It is important to enquire about their well-being, the progress of their work, and if they require any assistance.

Additionally, ensure that they have the necessary resources and support if they are working from home.

Refining Hiring Processes to Prioritise Mental Health

It is essential to prioritise and nurture good mental health in the Building Products industry because it can significantly impact your recruitment efforts and appeal to potential new hires.

To begin with, it is crucial to collaboratively work with a reputable Building Products recruitment team that possesses the expertise in managing talent within your industry. These professionals understand how to effectively showcase your company to candidates who are mindful of your approach toward mental health.

Additionally, it is beneficial to enhance the perception of your company being inclusive. One way to achieve this is by highlighting the mental health initiatives that your company undertakes on its website or encouraging employees to share their experiences on review platforms.

In job postings, emphasise your company's flexible and inclusive culture while spotlighting the benefits that candidates can enjoy when working with you. Mentioning perks such as "paid mental health days" and therapy access can attract a diverse pool of candidates, especially from younger generations.

It is also important to carefully plan the interview and onboarding processes. Opting for a video interview can be more accommodating for individuals experiencing anxiety compared to traditional in-person interviews.

Next Steps

In today's competitive job market, Building Product companies face challenges in attracting and retaining top talent. That's where our specialised recruitment team comes in, offering expertise in everything from crafting job descriptions to navigating the onboarding process. We understand the importance of standing out as an employer of choice in this skills-short environment, and we're here to help you do just that.

Whether you need assistance with interviewing techniques or tips on effectively onboarding new team members, our team is ready to support you every step of the way.

If you're looking to strengthen your Building Envelope team with fresh talent, don't hesitate to reach out to us.

We provide complimentary consultations to all our clients, so don't hesitate to contact us at 01522 424145 or via email here..

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