Small businesses experience added pressure of wanting to provide the services that larger firms offer in terms of mental health and well-being but may be stuck with a lack of resources. This low level, or complete lack of funding for such measures would create a risk of increased staff absences and staff turnover. To tackle this issue, the Federation for Small Businesses (FSB) have produced a well-being guide in order to support such businesses.
With the ever broadening gap in resources between small businesses and major corporations, it is vital to attempt to create an equal level of opportunity for employees who are seeking, or thinking about seeking help for issues of mental well-being. This lack of resources also affects how successful companies are at safeguarding their employees and limiting the risk that exists within the workplace.
The guide comprises of 6 sections, each targeting a specific area that employers should seek to create or strengthen if measures are already put in place.
- Let's Talk About It
- Job Design Matters
- Physical Environment Matters
- Healthy Body, Healthy Mind
- Support For You & Your Staff When It's Needed
- Reaching Out
Each section delves into topics that would not automatically occur as components within the workplace that affect mental health and well-being, with case studies and examples of businesses and the work that is being carried out to combat mental health. Topics are based on everything from training and the first interactions an employee has with a company, all the way through to the day to day operations of a business and how to ensure as an employer, everything is in place for not only a successful business, but also a fit and healthy workforce both physically and mentally.
To read the guide in full, please click here.
Although arguably suited to larger businesses, key components can be drawn out of the guide that Time To Change have created that outlines the steps and routine that should take place within a working environment. This safeguarding is encouraged with the impetus being on talking and ensuring a confidential platform exists within the team, with the role of line managers and senior personnel within the company being of paramount importance.
One of the key concepts of the guide is continued conversations and meetings after the initial point of contact has been made, whilst ensuring what is being said or disclosed is taken seriously and addressed within the workplace. As an employer, this revelation of the issues a member of your team is facing may provoke the need for trained personnel to become part of the bigger picture of the company. Larger businesses may have full time occupational health or mental health professionals, however for smaller businesses, time and the relevant appointments should be accommodated to that staff member in order for the relevant help to be obtained.