Here's how to bring it up
You don’t have to be a psychologist to make a difference. It often starts with something very simple: asking how someone is doing. If you get a quick “I’m fine” in response, calmly ask for more details. “And how are you really doing?” That one extra sentence shows you mean it, and often opens the door to a more honest conversation.
As an entrepreneur, you’re used to solving problems. That’s exactly why it’s good not to try to fix anything right away during a conversation like this. Listen to what your employee has to say without immediately offering solutions or reassurances. That’s exactly what this year’s theme is all about: truly hearing what someone is going through. It also helps if you lead by example. Feel free to share that things don’t always come easily to you either. When the boss makes it okay to talk about these things, the rest of the team will feel comfortable doing so too.
Also, consider what the job itself requires. Workload and work-related stress should be addressed in your Risk Assessment (RI&E). Discuss with your team what’s increasing the pressure and what might help. Often, even small adjustments to the schedule or the distribution of tasks can make a big difference.
And don’t wait until someone calls in sick. Employees can also see the company doctor—even without calling in sick—to ask questions about work and health. Be sure to actively let them know this. The sooner someone gets help, the greater the chance that Sickness Absence won’t be necessary at all.
Would you like to learn more about this? Listen to the “ ZekerArbo ” podcast, “From Work Stress to Resilience,” or read our blog post, “From Energy Drains to Resilience.” And if you want to teach the managers on your team specific strategies for having this kind of conversation, check out our workshops and training sessions.
Is an employee having a hard time right now?
Do you notice that someone on your team is really struggling? If so, the company physician is a logical first step. They can help with issues related to work or that affect work, even if someone isn’t (yet) sick. In addition, the family doctor can offer guidance and, if necessary, refer the person to a mental health nurse practitioner (POH-GGZ) or a psychologist.
