When Gilbert Russell wrote this article in 2020, it was amid the surge in mental health challenges caused by prolonged stress, trauma, economic uncertainty, and social isolation during COVID-19. Quoting the American Psychological Association’s “Stress in America” survey from that year, he noted in the original: “We are facing a national mental health crisis that could yield serious health and social consequences for years to come.”
Unfortunately, Russell’s article still applies several years later, as we continue to experience economic instability and global political turmoil—factors that deeply affect everyone on an emotional and personal level. Inevitably, these stresses influence how we cope and perform at work. When addressing mental health crises in the workplace, “It’s not…enough to just follow your gut,” wrote Russell. “Mental health issues are too complex for that. Every dance business owner needs to learn some basics of mental-health first-aid in the workplace.”
Read on to discover expert tips and resources that will help you respond appropriately when an employee is struggling. Russell suggests reviewing local employment laws before applying any of this advice, ensuring compliance. —Emily May, Editor, Dance Retailer News
Create an environment of emotional safety.
This is the most important thing when dealing with mental health in the workplace. “A person [needs to be able to] have a conversation without fear of stigma or negative labeling,” says Liz Horvath, former senior advisor for Psychological Health and Safety at the Mental Health Commission of Canada, an organization that publishes many helpful guides. “They need to know that you are there to support them in their ability to succeed.”
We need to create a workplace where it’s okay not to be okay. If your usual approach is “Suck it up,” and you’re worried that an atmosphere of emotional safety will lead to a less efficient team, then think again. According to studies, a culture of emotional safety is one of the keys to building a high-performance team. It allows your staff to share when they’re struggling, whether with a task or emotionally. In either case, they can get help, get better, and return to being a productive member of your team.
Take care whenever you speak about mental health issues.
In particular, watch how you and your team talk about difficult customers. You can’t expect an employee to feel they’ll be respected in their struggles if your team is disrespectful of your customers.
Set up regular individual check-ins with each staff member.
Every week, choose a private space and a time that works for both you and the employee. Ask them how things are going. Are there any work issues? What are their challenges, what are their successes? These check-ins are an excellent time to talk about their strengths and remind them that they’re a valued part of the team. It’s not the time to do a performance review. Set up this pattern of checking in, and it will be easier for your staff to share when they may be struggling.
Learn to recognize indicators of a mental health problem.
Not all employees will share that they’re struggling, so we need to be alert to signs. For example, it may show up in changes in their job performance or appearance. Is an employee more withdrawn than usual or do they seem to have had a loss in confidence? What about more frequent unexplained absences? You’ll find more possible signs of distress in Providing Mental Health First Aid to an Employee: A Manager’s Guide. The guide also does a great job of showing how to approach an employee, with a list of things to do and not to do. There’s also tips for setting up a conversation in an appropriate manner.
Remember, your job is not to be your employee’s therapist.
The key to a good meeting is to be open, supportive, and to listen. Retailers lean toward trying to be helpful, so it’s easy for us to slip into a parental or counseling role. But our employees don’t need that from us—we’re still their boss. They need us to be supportive, maybe to make accommodations in their work, and for us to point them toward the right resources.
Consider taking a mental health first-aid course.
You’ve likely taken a physical first-aid course; why not one for emotional first-aid? The National Council for Mental Wellbeing and Mental Health First Aid Canada offer courses, many of them virtual.
Consider a stress-relief app as a perk for your staff.
For instance, Headspace, the mindfulness and meditation app, has a subscription for $69.99 per year, with access to its full library of mindfulness exercises and meditation courses and animations. The company also offers Headspace for Employers and Headspace for Small Businesses, a program businesses can offer their employees. Calm is another meditation app. Its Calm for Teams includes a premium subscription at a discount for teams of 5 to 300 members, as well as curated content for work.
Investigate local mental health resources before you need them.
You don’t want to wait until there’s a crisis to be scrambling to find help. Identify them now. Reach out and have a conversation with the programs. If you’ve already vetted the resource, your recommendation will carry more weight with your employee.
Gilbert Russell is president of Brio Bodywear, which has two brick-and-mortar dancewear stores in Ottawa, Canada. Through his consulting firm, No Qualms Retail, he shares his experience and knowledge with other independent retailers.
An original version of this article was published in 2020 by the now-closed publication Dance Business Weekly.