Leadership and Wellbeing Training: A Must or Nice-to-Have?

The Workplace Wellness Collective: Workplace Leadership Hour Episode 4

In this engaging episode, co-hosts Sumana Jeddy, Felipe Cofiño, and Michele Thomson dive into the pressing question: Is leadership and well-being training a crucial component of workplace wellness, or just an optional benefit? Read on as they investigate how effective leadership and comprehensive wellbeing programs influence employee satisfaction, productivity, and overall organizational health. The discussion features the latest research and compelling real-world examples that demonstrate the advantages of incorporating these training initiatives into company cultures. From alleviating burnout and enhancing mental health to adopting inclusive language and boosting job satisfaction, they examine whether these training programs are essential investments or merely nice additions. 

Sumana Jeddy

CEO of The Workplace Wellness Collective and Jeddy Wellness

Key Insights:

The Importance of Employee Assistance Programs (EAPs) 

What is an EAP? Employee Assistance Programs (EAPs) are workplace-based programs designed to assist employees in dealing with personal issues that might affect their job performance, health, and overall well-being. These issues often include mental health concerns, substance abuse, financial difficulties, and family or relationship problems. 

• • Services Offered: EAPs typically provide a range of services, including confidential counseling, crisis intervention, legal and financial advice, and work-life balance support. Many EAPs also offer resources and workshops on topics such as stress management, wellness, and professional development. 

• • Effectiveness: Research indicates that EAPs can be effective in improving employee well-being and job performance. Benefits include reduced absenteeism, enhanced productivity, and better overall job satisfaction. Effectiveness often depends on how well the EAP is integrated into the organizational culture and how accessible and confidential the services are perceived to be. 

What Can Leaders Do to Promote EAP?

“The best way to promote the EAP is to explore if leadership understands the role of an EAP. If they think of it as a private, secret resource for employees and that it’s hands-off for management, then they won’t get much use of the program with that attitude. It’s much better when leadership can tell people what the EAP is all about and encourage offering preventative training and educational seminars.” (Attridge 2023).

EAPs need strong direction and support from leadership. Many major employers are led by individuals who are committed to transforming their workplace culture to make it more appealing. Providing employees with access to professional EAP counselors at no cost is a key component of this initiative. hange and ensuring that the organization remains responsive to evolving needs and challenges. 

Ref:The Current State of Employee Assistance Programs in the United States: A Research-based Commentary Attridge, Mark

The Impact of Workplace Mental Health Training on Leaders

The research explores how training influences leaders’ behaviors and the impact on employees’ engagement with mental health support resources, such as Employee Assistance Programs (EAPs).  Well-trained leaders can positively influence how employees view and use mental health resources. Investing in mental health training for leaders can improve employee well-being and productivity. It also helps in reducing stigma and encouraging more employees to seek help when needed.

Signs of Struggle (SOS) Checklist

The Signs of Struggle (SOS) checklist developed by Dimoff and Kelloway (2019) is a tool designed to help managers and supervisors identify employees who may be struggling with stress, mental health issues, or other challenges at work. The checklist consists of specific behaviors and signs under each of the five categories:

• • Distress

Increased irritability or anger

Visible anxiety or nervousness

Frequent mood swings or emotional outbursts

Tearfulness or signs of sadness

• • Withdrawal

Social withdrawal or isolation from coworkers

Lack of participation in team activities or meetings

Avoidance of social interactions or workplace events

Reduced communication with colleagues or supervisors

• • Reduced Attendance:

Increased absenteeism or frequent sick days

Regularly arriving late or leaving early

Extended breaks or frequent disappearances during work hours

Unexplained or vague reasons for absences

• • Degradations in Performance:

Noticeable decline in work quality or productivity

Missed deadlines or incomplete tasks

Increased errors or mistakes in work

Lack of focus or concentration on tasks

• • Extreme Behaviors:

Sudden and dramatic changes in behavior

Outbursts of anger or frustration

Risk-taking or reckless behavior

Inappropriate or uncharacteristic actions

The SOS checklist helps managers spot potential issues early on, allowing them to provide appropriate support or resources to the employee. Recognizing these signs is a proactive approach to maintaining employee well-being and preventing more severe problems.

Michele Thomson

Leadership and Workplace Culture Specialist

Key Insights:

The Importance of Language Regarding Mental Health

Person-first language is a way of speaking and writing that emphasizes the individual before their condition or situation. In the context of mental health in the workplace, using person-first language is a way to ensure that employees are seen as individuals first, rather than being defined by their mental health conditions. 

What is Person-First Language?

 Person-first language places the person before their condition. Instead of labeling someone by their mental health condition, it puts the person’s identity first.

For example: 

Person-First: “An employee with depression” or “A person experiencing anxiety.”

Condition-First: “A depressed employee” or “An anxious person.

Why Use Person-First Language in the Workplace? 

• Reduces Stigma: By focusing on the person rather than the condition, person-first language helps to reduce stigma and prevent employees from feeling defined or judged by their mental health issues. 
• Encourages Inclusivity: It supports a more inclusive work environment where employees feel valued and understood as individuals, rather than being categorized by their mental health status. 
• Promotes Respect: It shows respect for the individual as a whole person with a condition, rather than a condition as their defining feature. 
• How to Implement Person-First Language 
  • Written Communication: Use person-first language in company policies, handbooks, and internal documents. For example, instead of saying “employees with mental illnesses,” say “employees with mental health conditions.”

• • Verbal Communication: Encourage managers and team members to use person-first language when discussing mental health. For instance, say “a colleague with bipolar disorder” rather than “a bipolar colleague.” 
  • Policies and Training: Include person-first language in your organization’s policies related to mental health and support.Incorporate person-first language into training programs for leaders and employees to raise awareness about respectful communication. 
• Support and Accommodation: When discussing accommodations or support with employees, frame the conversation with respect for their individuality. For example, say “Let’s discuss how we can support you with your mental health needs” rather than focusing solely on the condition.  Encourage employees to express their needs or preferences for how they would like their condition to be discussed or accommodated. 

Felipe Cofiño

HR Executive| Top HR Voice Linkedin

Why Should Leaders Make Well-Being a Priority? (#FelipesFive)

• • Engaged Employees: When employees feel supported and valued, particularly regarding their mental health, they are more likely to be engaged with their work. Engagement is linked to higher motivation, commitment, and a proactive attitude towards job responsibilities.

  • Productivity: A supportive environment helps employees manage stress and mental health challenges more effectively, leading to better focus, efficiency, and overall productivity.

    What is Employee Engagement?

  HR Actions 

  Implement Wellness Programs 

  Foster Open Communications

  Recognize and Reward 

Provide Mental Health Awareness and Support

• • Awareness: Increasing mental health awareness helps reduce stigma, educate employees about mental health issues, and promote a better understanding of how to support colleagues. 

• • Support: Providing access to mental health resources and creating a supportive environment ensures employees feel they can seek help when needed. 

HR Actions

Training Programs

Resource Availability

Reduce Absenteeism and Employee Turnover 

• • Absenteeism: Addressing mental health issues proactively can reduce absenteeism caused by stress, burnout, or unmanaged mental health conditions. 

• • Turnover: A supportive work environment can increase job satisfaction and loyalty, reducing the likelihood of employees leaving the company. 

HR Actions

Flexible Work Arrangements

Monitor and Address Stress

Create a Stronger Culture in the Workplace 

• • Culture of Support: A strong, supportive workplace culture fosters trust, collaboration, and a sense of belonging among employees. 

• • Inclusivity: Promoting mental health awareness contributes to a more inclusive and respectful workplace culture.

HR Actions

Leadership Development

 Employee Involvement:

Celebrate Diversity 

People Perform and Make Better Decisions in a Psychologically Safe Working Environment

• • Psychological Safety: Employees perform better and make more effective decisions when they feel safe to express their ideas, take risks, and admit mistakes without fear of negative consequences. 

• • Innovation and Creativity: A psychologically safe environment encourages innovation and creativity, as employees are more likely to share new ideas and collaborate. 

HR Actions

Encourage Feedback

 Promote Well-Being

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Written by Allison Giammona and Reviewed by Sumana Jeddy

Stay connected with The Workplace Wellness Collective for more resources and discussions on creating a healthier, more inclusive workplace.