Wellness action plans

People working in health and social care are at greater risk of stress, burnout and mental health problems related to work than most other sectors. There is also evidence that the pandemic compounded the pressures experienced by practitioners.

A comprehensive mental health toolkit for employers is available here, with guidance on how to manage common problems and take pre-emptive action. NHS England also provides extensive resources to support the health and wellbeing of leaders and practitioners in health and social care – see here. Training workers in Mental Health First Aid (MHFA) and appointing Wellbeing Champions are popular and effective ways to help reduce the stigma of mental health and support a culture of wellbeing at work.

Mental Health First Aid

MHFA England provides volunteers with training in critical areas of mental health first aid, such as the signs and symptoms of common mental health difficulties, and providing ‘crisis’ first aid for depression, panic attacks and acute stress reactions. Mental health first aiders can provide support by engaging in an initial conversation with someone in distress and, if needed, helping them access appropriate support.

Evaluations of MHFA training suggests it can increase participants’ knowledge of mental health, reduce negative attitudes among the workforce, and enhance supportive behaviours towards people with mental health difficulties (Brandling & McKenna, 2010; Kitchener & Jorm, 2006; MHFA, 2019).

Information on MHFA training and resources can be found here.

Wellbeing Champions

Appointing Wellbeing Champions or Ambassadors can play a valuable role in helping to build a culture of wellbeing in your organisation. Champions can drive the wellbeing agenda (e.g. by being part of a wellbeing steering group), raise awareness of new initiatives and encourage colleagues to participate. Champions are often better placed than leaders to encourage reluctant colleagues to engage.

Time To Change provides a range of resources for the workplace, including support for running a Champions programme, and practical tips on starting conversations about wellbeing and signposting support. For more information see here.

Introducing Mental Health Champions and Mental Health First Aiders in your workplace requires careful planning and implementation. Particularly important issues are:

• Provide leadership support: Ensure commitment from leaders to emphasise the organisation’s dedication to mental health

• Identify champions: Choose individuals who are passionate about mental health, empathetic, and willing to be advocates. Consider volunteers or those nominated by peers

• Provide training: Offer comprehensive training encompassing mental health awareness, stigma reduction, active listening, and available resources. This is available via external agencies (see above).

• Define the role: Clearly outline the role and responsibilities, such as promoting mental health initiatives, offering peer support, and connecting colleagues with resources.

• Create a supportive environment: Foster a culture that values mental health and encourages open conversations. Ensure volunteers feel adequately supported in their roles.

• Communicate clearly: Communicate the introduction of mental health champions/first aiders to the entire organisation. Highlight the confidential and non-judgmental nature of the support they offer.

• Offer resources and tools: Provide resources and tools, including information on available mental health services, effective coping strategies, and self-help materials.

• Ensure regular check-ins: Schedule regular meetings to discuss volunteers’ experiences, challenges, and successes, ensuring ongoing support and development.

• Provide feedback: Establish mechanisms to gather input from employees regarding the effectiveness of the mental health programme and make continuous improvements.

• Evaluation: Regularly assess the impact of the scheme on the workplace through surveys, feedback sessions, or other evaluation methods

By following these guidelines, organisations can effectively introduce and sustain mental health programmes using volunteers, contributing to a supportive and mentally healthy workplace environment.

There is evidence that training managers in MHFA can enhance their knowledge and confidence over time (Brandling & McKenna, 2010). As yet, there is little evidence that MHFA has a measurable impact on individuals experiencing mental health problems at work, but research is underway. Remember that these initiatives cannot in themselves provide solutions to mental health difficulties in the workplace; they should be implemented alongside the other structural interventions described in KFP5 Wellbeing.