We develop evidence-informed strategies and bespoke programmes that provide an effective and tailored solution to workplace wellbeing.
 
 
 

Mental health gets a good talking to

Our experiential training product aims to dramatically increase the confidence of line managers to support colleagues experiencing mental ill health.

 

Businesses know that the cost of mental health problems in the workplace can be high; from loss of productivity, to an increase in health-related workforce absences.

The COVID-19 pandemic has exacerbated the situation leading to increased mental health issues, often related to: social isolation, anxiety, stress or financial difficulties. There’s a huge role that employers, and especially line managers, can play in prevention and to tackle these issues.

We’ve developed training that can jump-start line managers’ confidence to have empathetic conversations to support individual wellbeing, whilst also protecting self-wellbeing. We’re giving them the tools to give the right support and in the right way – through experiential online and face to face conversation workshops.

 
 
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“Tell me, I’ll forget
Show me, I’ll remember
Involve me, I’ll understand”

Benjamin Franklin

 
 
 

Line managers hold the key

The role of the direct line manager is of particular importance. An employee’s positive relationship with management has been shown to be the biggest driver in determining overall job satisfaction. Studies show these findings time and time again with good line management helping to increase employee satisfaction, productivity, customer satisfaction create shareholder value and lower staff turnover. (1)

Our experiential line manager training and tools help to overcome the “how do I talk about mental health to my team?” doubts by changing minds and behaviours.

The importance of peer support and talking in tackling mental health problems is paramount; especially in prevention, as well as ongoing support. (2)

Our training gives line managers key tools to openly discuss feelings and experiences which in studies have proved beneficial to people in identifying issues, potentially saving lives, and helping others to seek the help they need to get their lives back on track. (3)

 

Spotting the signs can be a life saver

Spotting the signs is another vital skill managers will learn.

Mental health issues in the workplace can manifest themselves in so many ways and no two people will be exactly the same.

Some may lack confidence and exhibit presenteesim by never wanting to leave the office or log off, or working when they are physically sick, fearing to take a day off which can lead to burn out, stress and costly commercial mistakes.

When employers have an increased understanding of the issues, the employee is less likely to experience feelings of social isolation and discrimination.

According to a recent report by Deloitte (4), the top three things that cause mental health symptoms at work are:

1.     Pressure

2.     Workload

3.     Feeling unsupported in the role

 
 

References:

(1) De Neve

(2) Cooper

(3) Mental Health Commission of Canada

(4) Deloitte: “We find that there is more that employers can be doing to support mental health among the workforce. In particular, more can be done to tackle the stigma associated with mental health problems, increase awareness, and provide adequate training for employees”. Deloitte, ‘Mental health and employers’, January 2020.

 
 
 
 

How we do it…

The training takes the form of a 2-3 hour experiential workshop that immerses line-managers, giving hands on guidance and support.

We’ve broken the training down into four key stages:

1.     Concrete experience

2.     Effective observation

3.     Abstract conceptualization

4.     Active experimentation

The workshop simulates real life scenarios in a safe environment, using specially trained actors. This experiential approach uses roleplaying to provide a highly immersive platform to enable line managers to explore and try out skills, behaviours and elements of a conversation. The scenarios can then be adapted to suit all employee demographics and work contexts.

In addition to the commercial benefits, one of the most positive business outcomes line managers are reporting following the supportive conversations training is increased empathy - gained by the supporter towards the person they are supporting - allowing a more trusting relationship to form.

 
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What line managers are saying about Ripple’s experiential training…

 
 
 
“Thank you all so much – really great workshop. It would be great to be able to have an opportunity to practice more frequently.”
“The scenarios really resonated – I’m now going to focus on wellbeing with a particular employee who is clearly struggling at the moment”
 
“I think the fact that the actors had real life experience of the issues means that the conversation and scenarios felt much more genuine and easier for me to be engaged when participating. Also hearing how it felt from the character’s perspective was really helpful.”
 
 

 For more information or to request a consultation

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