A Compendium of Tips and Information for Self-Care and Workplace Mental Health

Mental Health in the Nonprofit Workplace

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Mental health is a state of well-being in which you realize your own potential, can cope with the normal stresses of life, can work productively, and are able to make a contribution to your community.

Questions for management and boards:

• Have you assessed the psychological and physical risks in your organization?
• Are employees prepared for the situations they work in?
• Are supervisors trained to respond to signs of ill health?
• Do your employees have (positive) mental health, and to what extent is your board concerned with the answer?
• If not, to what extent is the workplace responsible?
• Are you listening to what your employees feel, think and say about your organization?
• Are you inadvertently contributing to society’s social burdens by ignoring the psychological risks your organization is exposing your employees to?
• If you were donating to a charity would you be less included to donate if you read negative reviews about the organization’s’ internal workings?

 

Good News About Workplace Mental Health

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Principles for effectively addressing situations:

• Avoiding or ignoring issues in the workplace often makes things much worse.
• If you don’t know what a good day looks like for your co-workers or employees, you won’t know what a bad day looks like and will be less able to reach out effectively.
• When you can focus on the ultimate solution (productive, healthy employees in a productive, healthy workplace) and resist making it personal (blaming or shaming), your ability to achieve success will be much greater.
• Learn about the many mental health issues that can distort our perception of reality, including traumatic life events. When experiencing such mental health issues, we can become defensive or fearful in situations where others wouldn’t feel offended or threatened. Trying to talk someone out of this doesn’t work. Helping them refocus on a solution can be much more effective.
• If your organization offers employee benefits, make sure that you include adequate coverage for treatment of common mental health concerns such as depression or anxiety. Ensure that your employees know exactly what kind of mental health treatment is available to them. If there is no benefit plan, find out what is available in your community and share this information with your employees.

 

Sudden change in job functions can take toll on employees’ mental health

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• Morneau Shepell reported that while an accelerated pace of change is “the new normal” in most Canadian workplaces, it is also a major source of anxiety.
• Offer support workplace culture and clear communication about what the changes will entail, training to equip employees for evolving job requirements and support for those who are struggling.

 

What You Need to Know About Mental Health

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Healthy work environments are critical in the prevention of stress and other mental health problems. Managers play an important role in building and sustaining healthy work environments. You can be proactive by following some of the suggestions below.

Early detection and recognition of mental health problems are critical to ensure healthy outcomes for the individual and the organization.

• Build awareness by making sure employees have access to resources to help them identify the early signs of stress and mental health problems.
• Actively promote wellness through stress management programs and healthy lifestyle choices.
• Communicate through frequent two-way communication, and create an environment where employees feel comfortable discussing challenges and concerns.
• Be clear about performance and behavioural expectations of employees.
• Create and promote a work culture of fairness and respect.
• Role model healthy behaviour.
• Allow employees as much flexibility as possible regarding where and how work gets done, to help them balance their personal and work lives.
• Give staff greater control over how and at what pace they do their work, and greater input into decision-making.
• Help employees manage workload and priorities.
• Ensure that people’s skills are aligned with their job requirements.
• Ensure that employees have the tools and information to do their jobs.
• Provide opportunities for growth and development.
• Educate yourself about mental health issues.

What you can do to help

• Take action—but don’t take over— If you recognize signs of mental health problems in an employee, address them with the employee and ask how you can help.
• Be open-minded—Treat mental health problems as you would any other illness and have empathy— it could just as easily be you.
• Do your research—Before you talk to the employee, find out what your workplace offers and what policies, if any, the organization has to support the individual. Consider options such as shortened working hours, decreased workload, stress management courses and counselling.
• Direct employees to appropriate resources and supports, such as the following:
  • Information and toolkits. These resources help employees understand their rights and responsibilities in the workplace. They also help employees learn more about, get help with, manage and prevent the recurrence of mental health problems. (See page 9 for a resource list.)
  • Employee Assistance Programs. These programs provide confidential assistance in a number of forms, including professional assessment, counselling and referral services. Alternatively, you can provide referrals to community-based organizations or resources, and provide employees with the time and support they need to get help.

 

An Honest Conversation About Nonprofit Leadership and Mental Health

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When it comes to mental health, high-pressure roles and leadership traits, the following are four tips taken from my personal experience to help you and your colleagues manage the pressures of the executive office:

1. Don’t suffer alone. This may seem like common sense, but far too many people are ashamed of admitting they are depressed and stressed out. Reach out to a close friend and confide in them; build a support system. You can also reach out to someone in your HR department, faith-based organization, or a local mental health center to ask for support.
2. Learn to manage your stress. Stress is a common condition of today’s world, however, when it leads to depression and anxiety it can interfere in your personal and professional responsibilities. Focus on those things in the workplace that you can control and you’ll greatly reduce the load you’re having to bear.
3. Understand that depression is extremely common and very treatable. It’s not a character flaw. There is still too much stigma in our society about mental health issues, but not that long ago, people who suffered from cancer also felt stigmatized. Times are changing.
4. Try to maintain a balanced life. Work is important, but you can’t be married to your job. Try to develop friendships, exercise and eat healthy foods, and take time off for vacations. We all need to de-stress ourselves on a regular basis. Don’t wait until Friday afternoon to plan your weekend, start much earlier in the week.

In addition to managing your own mental health successfully, nonprofit leaders should be responsible for creating an environment that helps to end the stigma of mental health in the workplace.

1. Hold regular check-in meetings with employees, or have HR conduct meetings to assess how employees are getting on with their work and the workplace. Often just having a regular outlet to air grievances can abate issues that build up over time. In addition, allow anonymous comments, suggestions, and concerns from employees. Often people don’t feel comfortable talking about problems at work, so give them a way to be heard where they don’t feel threatened or vulnerable.
2. Educate yourself. The best way to maintain positive mental health in yourself and your employees at work is to educate yourself on what certain situations look like. Learn the early warning signs for someone who is stressed, anxious, or getting into conflicts at work. Be proactive about reaching out to that employee—suggest taking some time off, or offer to schedule a meeting with yourself or HR. Above all make sure you’re hearing their concerns.
3. Be careful in the language you use around mental health. Words like “psycho” and “crazy,” even when used casually or jokingly, can be extremely hurtful. Educate your employees about their language in the workplace.
4. Reward employees for small acts of kindness. It’s easy to overlook the beneficial effects of helping out with a mundane task or giving a compliment. Encourage employees to perform a couple of small acts of kindness each week, even online through the office social media network. The effort will pay off tenfold.
5. Uphold work-life balance. This is tough in the current nonprofit sector landscape. The tendency is to think that the later employees stay the more work they’ll get done and the faster the organization will grow. In fact, it can be the opposite. Overworked employees are often less productive and more stressed, and these issues compound over time. Organizations are more efficient and effective when they uphold values around work-life balance.

 

Stop Swimming in the Shallow End of Self Care

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• Self Awareness is about knowing who we are. What gives me energy? What takes away energy? What triggers me emotionally? What values do I hold and what do I do when they feel compromised? Self-awareness helps us to be more in tune with our own needs and how to meet them.
• Self Reflectioninvolves a practice of checking in with ourselves. How am I feeling? What is this reaction I am having to what that person said? What is going on for me right now? Self-reflection helps us to better understand what is happening for us emotionally and gives us a little planning time to deal with things better.
• Self Care is the actual practice of looking after ourselves. Whether that is eating better, going to yoga, or having horizontal life pauses (AKA naps!), it is about putting on our oxygen mask first. When we feel energized, refreshed, and replenished, we do a better job of helping others.

 

Why We Need to Prioritize Self-Care in the Nonprofit Sector

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Here are six self-care tips for nonprofits that want to build a healthier culture:

1. Provide professional support.

A number of organizations provide professional support services to staff. This includes specialist and confidential support for staff members, such as counseling services, one-to-one coaching, and mentors. Additional support is also provided via online portals, such as websites that contain a range of information on wellbeing and self-care, as well as forums and discussion pages.

2. Invest in training programs.

Nonprofits are also investing in training programs that aim to support individuals to self-care. This includes classes such as yoga, mindfulness, and meditation for all team members.

3. Make time for events and celebrations.

Staff wellbeing can also be given a boost by organizing events that celebrate successes, increase morale, and improve relationships. Staff awards ceremonies, wellbeing days, or time together off-site can all have a positive impact on wellbeing.

4. Put wellbeing at the front.

Progressive nonprofit organizations are trying to incorporate and mainstream wellbeing into broader organizational structures. Recording time off and monitoring sick leave is key if anything is to be done about it. Hiring staff that understand the need for prioritizing wellbeing is also key. Having policies and procedures in place and visible to all emphasizes the focus on wellbeing across the organization.

5. Provide autonomy and flexibility.

Treating staff like adults who can manage their own workload and ability to find the best way to get tasks done is key to wellbeing. If a member of staff knows they will get a report finished if they can work at home, let them—they know what they need.

6. Model wellbeing as a leader.

Wellbeing practices won’t be prioritized by staff if they don’t see their leaders doing the same. A key piece of wellbeing in the workplace is modeling and sharing with your team when you are leaving early to get some headspace, or arriving late because you did an extended yoga session at home. Being open about what you need in order to stay focussed and driven will encourage others to do the same.

 

COVID-19: How Nonprofits can establish Effective Telecommuting Practices

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Social Care in Times of Social Distancing

The COVID-19 situation is evolving quickly and there are still many unknowns. One thing is for sure, though:

This is a time when solidarity and community care will be more important than ever.

This is especially true for nonprofits, as many of us serve populations that were already vulnerable or will be more vulnerable to coronavirus exposure. It can be overwhelming to think of the scope of needs and actions required at this moment, so we want to leave you with some encouraging resources to help us all remember that even in the midst of social distancing we can build strong communities and care for one another:

• If you know or live with kids who may be concerned about COVID-19, NPR published a comic explaining the pandemic in kid-friendly terms, and the CBC has published an article with more recommendations for how to talk to kids while protecting their mental health.
• When thinking about your organization and team communications, consider these guidelines for talking about coronavirus by centering language around inclusion, empowerment, and justice.
• Coronavirus Kindness: see how Canadians are stepping up to help their neighbours through mutual aid. (If you live in Vancouver, VancouverSupport is coordinating the citizen response across the area.)
• NDN Collective has published an article on how to indigenize and decolonize community care in response to COVID-19.
• And for some laugh medicine, don’t miss this video of penguins exploring the Chicago aquarium during coronavirus-related closures.

 

10 Tips to Boost Your Mental Health

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1. Make social connection — especially face-to-face — a priority

Phone calls and social networks have their place, but few things can beat the stress-busting, mood-boosting power of quality face-to-face time with other people.

2. Stay active 

Staying active is as good for the brain as it is for the body. Regular exercise or activity can have a major impact on your mental and emotional health, relieve stress, improve memory, and help you sleep better.

3. Talk to someone

Talk to a friendly face. In-person social interaction with someone who cares is one of the most effective ways to calm your nervous system and relieve stress.

4. Appeal to your senses

Does listening to an uplifting song make you feel calm? Does squeezing a stress ball help you feel centred? What about taking a walk in nature and enjoying the sights and sounds of the trees? Everyone responds to sensory input a little differently, so experiment to find what works best for you.

5. Take up a relaxation practice

Yoga, mindfulness, meditation and deep breathing can help reduce overall levels of stress.

6. Make leisure and contemplation a priority

Leisure time is a necessity for emotional and mental health. Take some time to relax, contemplate, and pay attention to the positive things as you go about your day — even the small things. Write them down if you can, because they can be easy to forget. Then you can reflect on them later if your mood is in need of a boost.

7. Eat a brain-healthy diet to support strong mental health 

Foods that can support your mood include fatty fish rich in omega-3s, nuts (walnuts, almonds, cashews and peanuts), avocados, beans, leafy greens (spinach, kale and Brussels sprouts), and fresh fruit such as blueberries.

8. Don’t skimp on sleep

It matters more than you think. One way to get sleep better is to take a break from the stimulation of screens — TV,  phones, tablets or computers — in the two hours before bedtime.

9. Find purpose and meaning 

This is different for everyone. You might try one of the following:

• Engage in work that makes you feel useful
• Invest in relationships and spend quality time with people who matter to you
• Volunteer, which can help enrich your life and make you happier
• Care for others, which can be as rewarding and meaningful as it is challenging

10. Get help if you need it

If you or a loved one needs support, there are many programs and resources that are available to you:

• Here to Help provides mental-health and substance-use information you can trust.
• Kelty Mental Health Centre serves children, youth and families.
• BC Crisis Centreis a non-profit, volunteer organization committed to helping people help themselves and others deal with crisis.
• Canadian Mental Health Association is a national charity that helps maintain and improve mental health for all Canadians.
• BC211.ca provides information and referrals regarding community, government and social services in B.C

 

Understanding Mental Health in the Workplace

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At nonprofits, long hours and scarce resources are considered typical, but the high-pressure environment and deeply important work can trigger or exacerbate mental health conditions like anxiety and depression. Nearly two-thirds of employees who suffer from a mental health condition will hide it from their coworkers, afraid of professional ramifications. Without organizational awareness and proper supports in place, these conditions can cripple productivity where it is needed most. This article is the first of a two-part series examining mental health challenges in the workplace, and how leaders can address them effectively and empathetically.