Mental Health: We’ve got to start listening

The IMI is very aware of the issues surrounding mental health and wellbeing, and we’re doing as much as we can within the organisation to make the working environment better for staff.

Coming from a small business, where staff wellbeing wasn’t a top priority, I have learnt that even just a few small changes can have a big impact. Thankfully, the IMI management are open to implementing new approaches.

Throughout COVID, we did weekly check-in surveys with everyone. It was an online survey for employees to tell us on a scale of 1 to 10 how they were feeling. We could follow up if people flagged something. Then, as we came out of COVID, we have been sending out monthly wellbeing emails.

One email was tailored around where people could find help internally and externally, plus top tips on how to help yourself and your colleagues. We’ve also been focusing on national awareness days and tailoring our management training to them. A good example is stress management.

Externally, we’ve had people facilitate workshops on wellbeing conversations. The workshops focused on how to check in on your team without having to be an expert in mental health.

We’ve also been doing short internal workshops. They’re called ‘Driving your Development’, and we’ve covered topics such as resilience and confidence. They’re , hour-long workshops with some high-level top tips and tricks, and things they can try out. Following on from that, there’s a whole host of information that we provide to staff that they can delve into deeper if they want to.

We’re also running an initiative called ‘Sit and Sip with Stephanie’, which is a virtual cup of tea. Anyone can book in time to talk about whatever they want. It’s an open- door policy, only virtually.

We also make sure we call in the experts when needed and we have our occupational health resource. We also signpost to the Ben charity, where employees can access free help and support.

Eight things you can implement to help reduce the pressure on your staff

1. Regular check-ins, giving people the opportunity to open up over a cup of tea
2. Help normalise conversations about mental health by self-reflection and give people the opportunity to talk about their own wellness with others
3. Include all members of staff in key conversations without overloading them with too much information
4. Understand what motivates your employees. Staff who feel invested-in will also feel more valued
5. Try and maintain a good work-life balance. That means sensible hours, full lunch breaks, using annual leave, and flexible working if feasible. It helps foster a healthy working environment
6. Training is vital. Whether it’s on-the-job learning or mentoring, being available to support your employees gives meaning to their role and how it fits in with the company’s goals
7. Implement social activities to help build team spirit and togetherness. This will develop an environment that makes it easier for people to talk when they need to
8. Everyone should have a clear bullying and harassment policy with zero tolerance.

Stephanie Warnes is the IMI’s People Support and Development Manager

This is an edited extract from IMI's new MotorPro magazine, received free as part of IMI membership.