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Ask Me Anything with Dr. Steve Conway on Mental Health

July 25th, 2023 11:00-12:00PM

In this Ask Me Anything session, Alliance Mental Health and Wellness Director Dr. Steve Conway answers your questions on anything and everything related to mental health at work. 

How is a worker’s mental health affected by work? How can an employee’s mental health also impact their work? What can supervisors and managers do to ensure that their workers have psychological resilience? In this session, bring the questions you’ve always wondered about mental health in the workplace.

In this Ask Me Anything session, bring your questions to Mental Health and Wellness Director Dr. Steve Conway on anything and everything related to mental health at work. 

In his work at the Alliance, Steve provides members with personalized workshops and leadership consulting and coaching on workplace mental health issues. Watch for new mental health resources and courses coming this summer for supervisors and workers. 

In this webinar you will learn

  • Learn more about the intricacies of how psychological wellbeing can affect workers and teams. 
  • Gain strategies to help team members build psychological wellness and resilience. 
  • Better understand how and why the JHSC should pay attention to psychological health and wellbeing 

 

Make It Safe Expert Series

Webinar Q&A

On the topic of EAP, one attendee has noted that too that people are concerned about the confidentiality of EAP. Can you address this concern?

Employee Assistance Programs (EAP) are in place to support employees in navigating challenges and promoting overall well-being. A key aspect of the success of an EAP is the expectation of confidentiality and ensuring a safe space for employees to seek support and assistance. The EAP is designed to provide a supportive and non-judgmental environment where employees can discuss their personal and professional challenges freely. Confidentiality is a critical aspect of an EAP. In addition, EAP counsellors are bound by strict ethical guidelines and legal regulations to maintain confidentiality. No information disclosed during counselling sessions is shared with supervisors, managers, or anyone else within the organization. An employee’s utilization of an EAP will not have any impact on an employee’s job status or performance evaluations. The only exception to confidentiality occurs under the following circumstances.
  • When a counsellor determines that there is a substantial risk of serious imminent harm being inflicted by the client on themselves.
  • When there is a substantial risk of serious imminent harm being inflicted by the client on another.
  • When there is a need to protect an identifiable minor or vulnerable adult consistent with applicable law.
  • Finally, if it is in accordance with any other lawful requirement to do so, such as a court subpoena.
In such cases the appropriate authorities are contacted and not the employer.

What if an employee is not willing to do anything about their mental health? And what if an employee is in a safety sensitive role and coworkers judge that they cannot work safely?

Job safety is always the number one priority for everyone in the workplace. When an employee is in a safety-sensitive role and not willing to address mental health concerns that impede their ability to work safely, it is essential to address the situation promptly. If an employee is not willing to take action to address their mental health concerns, it can be a challenging situation for both the employee and the organization. As an employer, it's essential to approach this situation with sensitivity and empathy while also considering the safety and well-being of the employee and their coworkers. Encourage the employee to utilize the resources available, such as the Employee Assistance Program (EAP), visit their family doctor, and seek support and guidance from professional counsellors. It's crucial to communicate the importance of mental health and the potential impact it can have on their overall well-being and job performance. However, it's important to remember that an employee's mental health is ultimately their responsibility. If the employee continues to be unwilling to seek help or take steps to improve their situation, the organization cannot force them to do so. In this scenario, the organization should follow its established safety protocols and policies. Steps to address the issue might include:
  • If necessary, temporarily reassign the employee to a less safety-sensitive role until they can meet the required safety standards. This should be done with care and support.
  • Encourage the employee to discuss their concerns openly and honestly with their supervisor or HR representative. Having a supportive conversation can lead to understanding the nature of the concerns and exploring possible solutions.
  • Conduct a safety assessment to determine if the employee is fit for their safety-sensitive role.
  • In extreme cases where the employee's ability to work safely is severely compromised, a medical evaluation might be required to assess their fitness for their current role.
It is essential to handle these situations with confidentiality and respect for the employee's privacy while also ensuring the safety of the workplace and the well-being of everyone involved. If concerns persist, seeking legal or medical advice might be necessary to navigate the situation appropriately.

COVID seems to have created/exacerbated people’s feelings of isolation. One attendee judge that we’re still feeling the results now. Their workplace is trying to foster some team building activities, however, they are always looking for more ideas to enhance their general workplace morale. Do you have any good resources to share?

Covid has had a tremendous impact of people’s wellbeing and feelings of isolation. The pandemic may be over, but its impact is still with us today. The following are some effective team building activities for enhancing employee connection and morale in a manufacturing setting:
  • Lunch & Learns: Organize informal lunchtime sessions where employees can share their skills, hobbies, or knowledge with their colleagues. It's a low-cost way to promote learning and build connections.
  • Team Challenges: Create simple team challenges related to work tasks or problem-solving. For example, a daily production challenge where teams compete to achieve the highest output while maintaining quality standards.
  • Employee-Led Workshops: Instead of hiring external facilitators, consider having talented employees lead workshops or training sessions on topics they excel in. This promotes knowledge sharing and utilizes internal expertise.
  • Team Huddles: Conduct short team huddles at the beginning or end of shifts to discuss goals, achievements, and any challenges. This keeps everyone informed and engaged.
  • Employee Recognition: Implement a peer recognition program where employees can nominate and appreciate their colleagues for their contributions. Simple certificates or shout-outs during team meetings can go a long way.
  • Employee Survey and Feedback: Regularly seek feedback from employees to understand their needs and preferences for team building activities. This ensures you're investing in activities that resonate with the team.
  • Health and Wellness Challenges: Organize wellness challenges like step competitions or mindfulness sessions. Employee well-being directly impacts morale and productivity.
  • Volunteer Days: Offer employees the opportunity to volunteer together for a charitable cause during work hours. Many organizations welcome volunteer groups and cover the cost of materials.
  • Employee Appreciation Days: Host occasional appreciation days where you provide treats, snacks, or lunch to recognize the team's hard work and dedication.
  • Cross-Departmental Collaboration: Encourage employees from different departments to collaborate on projects or initiatives. This fosters teamwork, breaks down silos, and creates a sense of unity.

Presented By

Dr. Steve Conway PsyD MBA

Mental Health and Wellness Director
Manufacturing Safety Alliance of BC

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