Understanding the Differences: Mental Health Conversations vs. Managerial Conversations
In the realm of workplace dynamics, understanding the distinctions between mental health conversations and typical managerial discussions is crucial. While both types of conversations aim to address employee well-being and performance, they operate on different planes and require distinct approaches.
The Nature of the Conversation
Managerial conversations often revolve around tasks, goals, performance feedback, and professional development. They are typically structured, goal-oriented, and focused on achieving specific outcomes related to job responsibilities and organizational objectives.
Conversely, mental health conversations delve into personal experiences, emotions, and challenges that may affect an individual's well-being and ability to function effectively in the workplace. These conversations require a more empathetic, supportive, and non-directive approach to address the complexities of mental health issues.
Confidentiality and Trust
In managerial conversations, confidentiality is generally maintained within the bounds of professional conduct, and information shared is often relevant to work-related matters. Managers may need to disclose certain information to other team members or higher-ups to facilitate workflow and decision-making.
Equally, mental health conversations necessitate a higher level of confidentiality and trust. Employees may disclose sensitive personal information, experiences, and struggles that they may not feel comfortable sharing in a broader professional context. Maintaining confidentiality and building trust are paramount to fostering open communication and creating a safe space for discussing mental health concerns.
Focus on Support vs. Performance
While managerial conversations often focus on performance metrics, goals, and expectations, mental health conversations prioritize providing support, empathy, and resources to employees facing mental health challenges. The primary goal is to ensure that employees feel heard, valued, and supported in managing their mental health and well-being.
Managers must recognize that mental health issues can impact an individual's ability to perform optimally in the workplace. Addressing these challenges with compassion and understanding can help employees feel more supported and motivated to seek the assistance they need to thrive personally and professionally.
Flexibility and Adaptability
Unlike typical managerial conversations, which follow a structured format and agenda, mental health conversations require flexibility and adaptability to accommodate the unique needs and experiences of each individual. Managers must be prepared to navigate uncertain terrain, listen actively, and respond empathetically to the emotions and concerns expressed by employees.
By demonstrating flexibility and adaptability, managers can create a supportive environment where employees feel comfortable sharing their mental health struggles without fear of judgment or reprisal.
Preparing for a mental health conversation:
Understand the risks of offering unqualified mental health advice.Do not give advice, instead adopt an open and more inquisitive mind and try signpost.
Respect boundaries and acknowledge that they are dynamic. Your boundaries as a Manager needs to be understood and knowing what questions you can ask the person so they don’t feel that their boundaries are being crossed.
Emphasize your role as a Supporter/Manager and signpost employees to appropriate resources .Outline your responsibilities and the time frame that you can give to help them, knowing that reasonable adjustment may need to happen to support.
Give employees the necessary time and space to share their experiences without pressure or judgment. Approaching the conversation make sure your schedule is free for the next hour or 2 to 3 hours so that if something does come up, you have the time to give them for that support.
Avoid making assumptions about the employee's situation and approach the conversation with compassion and empathy. This can be challenging as a Manager its hard to negotiate when employees need a firm line on performance and when they need support.
Be prepared with helpful information on signposting and available supports to offer employees. Know where you need this conversation to go in terms of signpost and have leaflets and guidance ready.
In summary, while there may be overlap between managerial conversations and mental health conversations, understanding the differences is essential for effectively supporting employee well-being and fostering a positive work environment. By recognizing the distinct nature of mental health conversations and approaching them with empathy, confidentiality, and support, managers can play a vital role in promoting mental health awareness and resilience in the workplace.