Workplace Strategies | Workplace Mental Health Institute

You Survived the Layoffs. Why Does It Feel Worse?

17/04/2026

There’s a structural shift in how organisations think about people. How many they need. Where those people add value.

That’s why layoffs are back in the headlines.

But the real impact isn’t just on those who leave.

It’s on those who stay.

Because once layoffs happen, work doesn’t return to what it was.
It just appears that way.

Underneath, something changes.
How people think. How they show up. How safe they feel.

And most organisations don’t address that part.

This Isn’t a Downturn. It’s a Reset

In early 2026, tens of thousands of tech employees lost their jobs in a single quarter. Much of it linked to AI and automation.

Large organisations aren’t only cutting costs. They’re rethinking how work is structured and delivered.

This shift is happening across industries, not just tech.

This isn’t about a temporary slowdown.

It’s a reset in how organisations define value and where people fit into that equation.

The Part No One Prepares You For

You don’t have to lose your job to feel the impact of layoffs.

Sometimes, seeing it unfold is enough.

A colleague is suddenly gone.
A recurring meeting disappears.
Communication becomes more measured.

And your thinking starts to change.

Am I secure here?
Am I doing enough?
Should I be more careful?

It doesn’t always show up as stress in obvious ways.

It’s quieter than burnout.

But it lingers longer.

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When Work Turns Into Survival Mode

After layoffs, people adapt quickly.

They respond faster.
They double-check everything.
They stay visible.

From the outside, it can look like performance improves.

But something else is happening underneath.

People take fewer risks.
They hold back ideas.
They avoid saying the wrong thing.

Work shifts from doing meaningful work
to avoid being next.

It’s subtle.

But that’s where disengagement starts.

How to Protect Your Mental Health Without Walking Away

You can’t control layoffs.
But you can control how much they affect you.

Start there.

Don’t let your job define your value
Decisions about roles are driven by strategy, not fairness. Keep your sense of worth separate from organisational decisions.
Stop feeding uncertainty with overthinking
Not every delay or vague message signals a problem. Constant speculation adds pressure without giving clarity.
Give yourself options quietly
Update your CV. Stay connected. Build skills that expand your flexibility. You don’t need to leave, but you should never feel stuck.
Stay connected, even when it feels easier to withdraw
Isolation amplifies pressure. Honest conversations reduce it.
Pay attention early
If you feel constantly on edge, mentally drained, or detached from your work, take it seriously. Those signals matter.

Where Organisations Get It Wrong

Most organisations focus on what to say during layoffs.

Very few focus on what happens after.

There’s an assumption that if no one is raising concerns, everything is fine.

But people are still adjusting.
Quietly.

Silence doesn’t mean stability.

It often means people are carrying more than they’re saying.

The Real Takeaway

Layoffs don’t just reduce headcount.

They change how work feels.

If you’re in that environment, ignoring it won’t help.
Pushing through without awareness won’t either.

Stay clear.

Protect your energy.
Keep perspective.
Make decisions based on what’s real, not what you fear.

Because in uncertain environments, the people who stay steady don’t just get through it.

They position themselves for what comes next.

When Global Conflict Feels Close: How Australian Leaders Can Support Employee Mental Health During Uncertain Times

10/03/2026

News about global conflict moves quickly. Faster than ever. Within minutes, images, headlines, and commentary reach our phones, laptops, and workplace conversations.

Recently, tensions between Iran and the United States escalated into military strikes and retaliatory attacks across the Middle East, affecting several countries and raising concerns about regional stability.

For Australians, these events may seem geographically distant. Yet emotionally, they can feel surprisingly close. The constant stream of updates can create anxiety, distraction, and a lingering sense that the world is becoming more unpredictable.

For leaders, this raises an important question:

“How do we support employee mental wellbeing when global events create uncertainty and stress?”

Why Global Events Affect Workplace Mental Health

Even when conflict occurs thousands of kilometres away, the psychological impact can be immediate.

Employees may experience:

Increased anxiety from constant exposure to breaking news
Worry about global economic or geopolitical instability
Concern for family, friends, or colleagues living in affected regions
Difficulty concentrating due to emotional overload

Human brains are wired to respond strongly to perceived threats. When alarming headlines appear repeatedly throughout the day, the nervous system can remain in a heightened state of alert.

Over time, this can lead to fatigue, reduced focus, and emotional exhaustion.

This reaction is not weakness. It is a natural human response to uncertainty.

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The Role of Leaders During Global Uncertainty

During periods like these, employees often look to leadership for signals of stability.

Leaders are not expected to provide geopolitical analysis or take political positions. Their role is much simpler and far more important. Create a workplace environment where people feel supported and psychologically safe.

Several practical principles can help.

Acknowledge What People Are Experiencing

Ignoring global events does not remove their impact.

A simple acknowledgment can make a meaningful difference.

Leaders can:

Recognise that the news may be unsettling for some employees
Avoid political framing or commentary
Emphasise care for employee wellbeing

This helps normalise emotional reactions and reduces the pressure employees may feel to hide their concerns at work.

Encourage Healthy Information Boundaries

The modern news cycle never stops. Notifications, social media updates, and breaking headlines can appear throughout the day.

While staying informed matters, constant exposure can increase anxiety rather than improve understanding.

Leaders can encourage healthier habits such as:

Limiting news exposure during work hours
Taking short breaks away from screens
Focusing on tasks that create a sense of progress
Pausing to recognise things people are grateful for

Organisations can also remind employees about available wellbeing supports such as employee assistance programs and internal mental health resources.

Strengthen Psychological Safety

During uncertain times, workplace culture becomes even more important.

Employees benefit from environments where they feel safe to:

Share concerns
Ask for flexibility when needed
Take mental health breaks without stigma

Psychological safety does not mean ignoring difficult realities. It means ensuring people feel supported while navigating them.

When leaders model calm, empathy, and clarity, teams are better able to maintain focus and resilience.

Maintain Perspective and Stability

Global conflicts can dominate headlines, but workplaces still play a stabilising role in people’s lives.

Structure, routine, and meaningful work often help counterbalance uncertainty.

Leaders can reinforce stability by:

Communicating clearly and consistently
Keeping priorities focused
Avoiding unnecessary urgency or pressure

Consistency helps people regain a sense of control when the outside world feels unpredictable.

The Bigger Picture: Workplaces as Anchors of Wellbeing

Moments of global tension remind us that employees are not just workers. They are human beings who bring emotions, worries, and hopes into the workplace every day.

Organisations cannot control world events.

But they can control the environment and culture they create.

By prioritising empathy, psychological safety, and mental wellbeing, leaders help ensure that even during uncertain times, work remains a place of stability, support, and human connection.

How WMHI Supports Organisations During Uncertain Times

At WMHI, we help organisations build workplaces that actively protect and strengthen employee mental health, especially during periods of global uncertainty. Through evidence-based mental health training, leadership development, and practical workplace strategies, we equip leaders with the tools to recognise stress, foster psychological safety, and create cultures where employees feel supported and resilient.

When the outside world becomes unpredictable, a mentally healthy workplace can become one of the most stabilising environments people experience every day.

Simple Ways to Recharge at Work Without Losing Momentum

22/10/2025

Some mornings, it feels like the day starts before I’ve even opened my eyes. I’m half-awake, checking emails, already thinking about what’s waiting for me. By the time I sit down at my desk, I’ve been switched on for hours. Then somewhere in the middle of it all, the focus fades. My neck’s tight, my head feels foggy, and even simple tasks start to drag.

That’s the sign it’s time to pause. Not stop completely—just pause long enough to get my balance back. Most people think rest happens after work, but the truth is, it needs to happen during it too. Small breaks through the day don’t waste time; they help you stay sharp and steady. Managing stress at work isn’t about slowing down. It’s about knowing when to take a breath so you can keep going without running dry.

Take a Minute to Notice

Mindfulness sounds complicated, but it’s really just paying attention to what’s happening now. Between tasks, sit still for a few moments. Breathe in deeply. Notice your feet on the floor and the way your shoulders sit.

You don’t need silence or soft music. Just a few seconds that belong to you. Next time you walk to a meeting, leave your phone where it is. Notice the sounds around you, the light in the hallway, maybe even a smell from someone’s lunch. Those tiny moments of awareness pull you back into the present, and that’s where real focus starts.

Move a Little

When your mind starts to wander, move your body. Stand, stretch, roll your neck, walk to refill your water. You don’t have to call it exercise—just movement.

If you’ve got a colleague nearby, take the chat outside or down the corridor. Some of the best ideas show up when you’re walking, not staring at a screen. Even a two-minute stroll can reset your breathing and clear the fog. It’s small, but it helps.

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Let Yourself Create

Doing something simple and creative gives your mind a bit of space. Doodle on a scrap of paper, build a playlist, or jot down a few loose thoughts you’ve been carrying around.

You’re not trying to make anything special. You’re just giving your brain a different view. Funny how the answers often show up once you stop forcing them.

Talk to Someone

A quick chat can lift your energy more than another coffee ever will. Step away from your desk. Ask someone how their day’s going. Listen properly. Share a laugh if you can.

It doesn’t have to be a deep conversation. Just connection. It breaks the tension and reminds you that you’re part of a team, not doing it all alone.

Step Outside

If there’s sunshine, take it. Eat lunch near a window or head outdoors for a few minutes. A bit of natural light or fresh air can do wonders.

You’re not escaping work; you’re giving your body a reset. Even a short moment with trees or open air helps you breathe easier. Nature doesn’t fix everything, but it makes the day feel a bit softer.

Put Boundaries Around the Noise

Constant notifications make it feel like work never ends. Try checking messages at set times instead of reacting to every ping.

When it’s lunchtime, flip your phone face down. Let your brain have a real break. And when the workday’s done, let it end. That quiet space before the next day starts matters more than most people realise.

It’s not laziness. It’s looking after your energy.

Are you a psychologically safe manager? Take the self assessment to find out.

Build What Works for You

There’s no one right way to unwind. What works for one person might not work for another. The trick is to find what gives you energy back—and keep doing it.

Maybe it’s a short walk, a few deep breaths before meetings, or eating somewhere other than your desk. Keep it simple, easy, and real.

The best workplaces aren’t the ones that never stop. They’re the ones that make space for people to recover. When teams know how to pause, they stay focused longer, care more, and burn out less.

If your team wants to learn how to do that, consider workplace mental health training. It teaches practical ways to handle stress, communicate better, and recover before burnout takes hold.

Because rest isn’t wasted time. It’s what keeps everything else working.

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:

The Balanced Leader: Why Leadership Skills Matter in Australia Today

01/09/2025

I once walked into a workplace where the atmosphere said more than the people did. No raised voices, no drama — just a quiet heaviness that hung in the air. You could see it in the way people glanced at the clock a little too often, or the way their shoulders slumped under invisible weight.

The company itself looked good on paper. They offered wellbeing leave, flexible schedules, even access to an employee assistance program. Their employee health and wellbeing strategy ticked all the right boxes. But policies don’t tell the whole story.

What set the tone each day wasn’t the benefits written in the handbook. It was leadership. The way managers showed up, the tone they set, the way they responded to stress — that was what shaped how people felt when they walked through the door.

The New Reality for Leaders

In Australia, leadership has shifted. Teams are more diverse, younger employees are more outspoken, and staff are less likely to stay quiet if something feels off. At the same time, many workplaces are stretched thinner, with fewer resources to spread across growing demands. Leaders are stuck in the middle — balancing staff expectations, organisational priorities, and their own pressures.

The old-school “command and control” approach doesn’t cut it anymore. People don’t want to be micromanaged. They want direction, but they also want freedom to do their work. They want leaders who will encourage them when things get tough, and who will back them up when the pressure rises.

It sounds simple, but in practice, it’s not. Because leadership today isn’t about just getting the job done — it’s about balancing people and performance at the same time.

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Why Balance Matters

Balance in leadership is the difference between a workplace that drains people and one that energises them.

It’s being clear about goals without being rigid.

It’s driving results without exhausting the team.

It’s caring about the people as much as the bottom line.

That balance doesn’t come naturally to everyone. It’s a skill, and like any skill, it has to be built. It takes self-awareness, practice, and often proper training to learn how to manage people in a way that brings out their best.

What Good Leaders Actually Do

When you look at leaders who make a real difference in their teams, they’re not always the loudest or the toughest. Often, it’s the quiet consistency that counts. The things that don’t look spectacular on the surface, but change how people feel every day.

Good leaders know how to:

Inspire instead of command. Staff want to be part of a bigger vision, not just follow instructions.

Lift morale when spirits are low. Sometimes a simple acknowledgement or encouragement can reset a whole team’s energy.

Help manage workloads. Leadership isn’t just handing out tasks. It’s guiding staff on what’s urgent, what can wait, and what really matters.

Communicate with respect. Recognition, gratitude, and trust go further than most people realise.

These aren’t add-ons to leadership — they are the core. And they sit at the centre of any strong employee health and wellbeing strategy.

Where Leadership and Wellbeing Meet

A workplace can offer free fruit in the kitchen, and access to apps that promote mindfulness. Those things aren’t bad. But if a staff member is drowning in deadlines, and their manager doesn’t even notice, none of those surface-level perks are going to fix it.

What changes the culture is when leaders bring empathy and accountability together. They listen, but they also provide direction. They create space for people to raise concerns, but they don’t let things drift. That balance tells employees that their wellbeing matters, but so does the quality of their work. And that’s when wellbeing becomes part of the daily experience — not just a policy on a page.

Are you a psychologically safe manager? Take the self assessment to find out.

The Australian Context

In Australia, workplaces are facing unique challenges. Remote and hybrid work have become normal in many industries, which means leaders are managing people they don’t see every day. That takes more trust, clearer communication, and an ability to keep teams connected even when they’re not in the same room.

There’s also the growing recognition of mental health in Australian workplaces. Staff expect it to be taken seriously. Leaders are no longer just project managers — they’re culture carriers. How they act each day sets the tone for whether employees feel supported or left behind.

The Takeaway

Workplace wellbeing doesn’t begin with free perks or surface-level programs. It begins with leadership: balanced, human leadership.

If your organisation is serious about building a strong employee health and wellbeing strategy, don’t stop at policy. Equip your leaders. Train them. Back them. Because the truth is simple: no wellbeing initiative can survive poor leadership. But the right leadership can make any wellbeing strategy thrive.

So the question for Australian workplaces is this: are you giving your leaders the support they need to strike that balance? Because if you are, the benefits flow right across the organisation — from stronger morale to better results.

Author: Peter Diaz

Connect with Peter Diaz on:

The Rise of ‘Quiet Quitting’ and What It Reveals About Workplace Mental Health

25/06/2025

Back in the day, I found myself sitting at my desk, staring at my computer screen, feeling completely drained. I had been working late nights, skipping lunches, and saying “yes” to every request that came my way. On the surface, I was the model employee—reliable, hardworking, and always available. But inside, I was exhausted, disengaged, and quietly counting down the hours until I could log off. I wasn’t alone in this feeling, though I didn’t realise it at the time. What I was experiencing was an early version of what we now call “quiet quitting.”

For those who haven’t heard the term, quiet quitting doesn’t actually mean quitting your job. It’s about doing the bare minimum required by your role—no more going above and beyond, no more hustling for recognition, no more sacrificing personal time for work. It’s a subtle but powerful shift in how people approach their jobs, and it’s become a hot topic in conversations about workplace culture and mental health.

What’s Driving the Trend?

Quiet quitting isn’t just about laziness or disengagement. It’s often a response to burnout, lack of recognition, or the feeling that no matter how hard you work, it’s never enough. According to a 2022 Gallup survey*, only 21% of employees worldwide feel engaged at work, and 44% report experiencing high levels of stress. When people feel undervalued or overworked, they naturally pull back to protect their mental health.

Research also shows that the pandemic played a significant role in this shift. A study published in the Harvard Business Review (2021)* found that remote work blurred the boundaries between professional and personal life, leading to increased burnout. Many employees realized they were sacrificing too much for their jobs and decided to set firmer boundaries.

The Mental Health Connection

Quiet quitting is, at its core, a coping mechanism. It’s a way for employees to reclaim some sense of control over their lives. But it also highlights a deeper issue: workplaces aren’t doing enough to support mental health.

A report by the World Health Organization (WHO) in 2022* revealed that depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. Yet, many companies still treat mental health as a secondary concern. Employees are expected to push through stress, exhaustion, and even burnout without adequate support.

This lack of support can have serious consequences. A study by the American Psychological Association (APA)* found that chronic stress at work is linked to a host of health problems, including heart disease, depression, and weakened immune function. When employees feel unsupported, they’re more likely to disengage—or quietly quit.

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What Can Employers Do?

The rise of quiet quitting is a wake-up call for employers. It’s a sign that the old ways of working—long hours, constant availability, and a “hustle at all costs” mentality—are no longer sustainable. To address this, companies need to prioritize mental health and create a culture where employees feel valued and supported.

Here are a few steps employers can take:

Normalize Boundaries: Encourage employees to take regular breaks and disconnect after work hours if they need it.

Recognize Efforts: Acknowledge the work your employees do. Let them know what good performance looks like and praise them for it.

Set a Clear Vision: Ensure all employees understand the company’s goals and how their work fits into achieving them.

Provide Mental Health Resources: Offer counseling, stress management programs, and resilience training to help employees manage their mental health.

Foster Open Communication: Create a safe space where employees can express their concerns without fear of judgment or retaliation.

A Shift in Perspective

Quiet quitting isn’t just a trend—it’s a reflection of how work culture is evolving. Employees are no longer willing to sacrifice their well-being for the sake of their jobs. They’re demanding a healthier, more meaningful approach to work, and employers need to listen.

For me, that moment of staring at my computer screen was a turning point. I realized I needed to set clear goals, boundaries and prioritize my mental health. It wasn’t easy, but it made a world of difference. And while I’m no longer quietly quitting, I understand why so many people are.

The conversation around quiet quitting isn’t just about work—it’s about how we value ourselves and our time. It’s a reminder that we’re human beings, not machines, and that our well-being matters.

What are your thoughts on quiet quitting? Have you experienced it or seen it in your workplace? Let’s start a conversation.

At WMHI, we’re committed to supporting workplace mental health through our training solutions. Our programs are designed to help employees thrive by equipping them with the tools to manage stress, build resilience, and foster a healthier work-life balance. Because when employees feel supported, everyone benefits.

References:

Gallup (2022). State of the Global Workplace Report.
Harvard Business Review (2021). How the Pandemic Has Changed Workers’ Attitudes.
World Health Organization (2022). Mental Health in the Workplace.
American Psychological Association (APA). Stress in the Workplace.

Read the latest issue of the WorkLife magazine – Building Safe Workplaces

10 Strategies to Boost Your Team’s Mental Health in 2025

28/05/2025

A friend of mine recently shared a story about their workplace transformation. He worked in a demanding industry, where stress was part of the daily routine. However, after their company introduced a series of mental health initiatives, including comprehensive mental health training, the atmosphere shifted.

Employees felt heard and supported, leading to increased productivity and overall happiness. This experience underscores the critical role of mental health in fostering a thriving workplace.

“Our workplace transformed after attending the WMHI’s training. Employees felt heard and supported, leading to improved morale and productivity. Prioritising mental health made a lasting positive impact on our culture—these training sessions are essential for any organisation.”

As we move through 2025, mental health should be a top priority for organisations. Here are ten ways to improve mental health in your workplace:

Implement Mental Health Training

Mental health training is the cornerstone of building an informed and supportive workplace. At the Workplace Mental Health Institute, our programs empower managers and employees to recognise the signs of mental health challenges and respond with confidence and care. By taking a proactive approach, we enable early intervention and cultivate a workplace culture that truly prioritises the well-being of its people.

How To:

Training should offer practical advice on creating a positive workplace.
Encourage an open and stigma-free culture where getting help is the norm.

Promote Open Conversations

A workplace culture that encourages open dialogue about mental health can break down stigma. This openness can lead to a more connected and understanding workforce. BUT, there is such a thing as talking too much about it and making it worse! So beware.

How To:

Establish a work culture in which mental health discussions are encouraged but not required.
Train managers to handle such discussions with tact and empathy.
Strike a balance—talking about mental health should be helpful and not taxing.

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Flexible Working Arrangements

The traditional 9-to-5 work model is evolving. Flexibility acknowledges the diverse needs of employees and supports their mental health.

How To:

Offer flexible work arrangements such as teleworking, variable schedules, or compressed workweeks.
Focus on outcomes rather than strict schedules.
Trust the staff to manage their time in a way that will be productive and well-balanced.

Create a Wellness Program

A comprehensive wellness program goes beyond physical health. A robust wellness program equips employees with tools to manage their mental health proactively and include mindfulness sessions, resilience workshops, and stress management training.

How To:

Incorporate activities like mindfulness exercises, guided meditation, or well-being challenges.
Encourage participation through engaging and inclusive programs.
Gather input from employees to keep initiatives relevant and effective.

Provide Access to Resources

Ensure employees have access to mental health resources such as Employee Assistance Programs (EAPs), counseling services, or mental health apps.

How To:

Work with mental health professionals to offer confidential counseling services.
Share information about available resources regularly, so employees know where to turn when they need help.
Normalise using these resources from the top down—if leadership participates, others will follow.

Encourage Breaks

Encouraging regular breaks is crucial for maintaining mental health. Short, frequent breaks can help employees recharge and refocus, preventing burnout.

How To:

Integrate breaks into the work culture in the form of a walk, stretching exercises, or simply taking a break from the screens.
Establish areas where employees can take breaks and relax.
Set the example—when managers take breaks, employees will be comfortable doing the same.

Are you a psychologically safe manager? Take the self assessment to find out.

Recognise and Reward Efforts

Recognition goes a long way in boosting morale and reducing stress. Feeling valued can significantly impact an employee’s mental well-being.

How To:

Express thanks through verbal compliments, handwritten thank-you notes, or team recognition.
Celebrate wins—small or significant—so employees understand that what they do counts.
Customise the recognition to personal preferences; maybe they would love public recognition or just a personal thank you.

Foster a Supportive Environment

Creating a supportive environment involves establishing policies and practices that prioritise mental health.

How To:

Develop clear expectations that support work-life balance.
Empower managers with the tools to facilitate effective support to teams.
Address workplace challenges with an emphasis on well-being instead of just productivity.

Offer Professional Development

Professional growth opportunities contribute to employee satisfaction and mental well-being. Offer training, workshops, and courses that not only advance careers but also include components on managing stress and building resilience.

How To:

Invest in employee learning opportunities to allow employees to grow professionally and personally.
Encourage peer learning and mentoring to promote a sense of belonging.
Keep development accessible—learning shouldn’t add stress, it should inspire growth.

Regularly Assess Workplace Wellbeing

Continual assessment of workplace well-being ensures that mental health strategies remain effective and relevant.

How To:

Communicate with staff through surveys or one-on-one conversations.
Pay attention to workplace trends—burnout, absenteeism, or disengagement may be a sign that change is in order.
Adjust approaches according to actual feedback, not on the assumption of what works.

Applying the above ten tips will go a long way into turning your workplace into a place where people and productivity thrive.

PS. At WMHI, we specialise in creating customised mental health training programs that address the unique needs of each workplace. Our expert team is dedicated to helping your organisation build a thriving, supportive environment. Contact us today to learn more about how we can partner with you to prioritise mental health and achieve lasting positive change.

Read the latest issue of the WorkLife magazine – Building Safe Workplaces

Has CoronaVirus attacked your career harder than your immune system?

13/05/2020

The majority of the world’s workforce is currently going through a challenging, unpredicted situation, so if you’ve lost your job or are facing job loss and feeling overwhelmed or under-prepared, don’t panic- you’re not alone!

First and foremost, recognize and remind yourself as often as necessary that this is not your fault. You’re not in your current situation because you made bad decisions, didn’t work hard enough or didn’t plan properly. There are things in life within our control and things in life outside our control, and this is one that’s out of our control. We can’t control the circumstances, but we can control how we react to them.

Being thrust into isolation further complicates the situation for many of us that aren’t used to working from home, aren’t able to work from home, or have children in the household to look after. Some of us are going to have to accept immediately available work, even if it’s not what we want in the long-term, and others are going to become freelancers or entrepreneurs launching the business idea we’ve had for years!

Whatever your situation, a good place to start is by defining or reevaluating your “why”. Your “Why” is your vision, your purpose and your bigger picture reason for why you do the work you do each day. Before all this virus chaos started, how aligned was the life you were living with the life you want to be living? Having worked in recruitment for the past 15 years, I can confidently say that before the virus struck, there were hundreds of thousands of people unsatisfied with their jobs/careers/incomes. If you are one of them, there’s no better time than now to make a change. As many of us are being hurdled into forced change, let’s remember that it can be a very good thing!

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Here are some questions that might help you discover or rediscover your “Why”:

What do/did you like about your current/most recent work?
What don’t/ didn’t you like about your current/most recent work?
What are some of your top skills and best characteristics?
How or where could you utilize them? What industries require similar skills?
What makes you stand out from others with a similar education/work experience?
What would you be doing for work if anything/everything was an option?

Now that we’ve established a strong mental foundation, it’s going to be important that those of us looking for work or anticipating the need to look for work in the near future are productive and taking action now so we can come out the other side of this on top!

Here are five productive actions you can take, while in isolation or lockdown to set yourself up for success!

Update your CV/ Resume/ LinkedIn Profile. When listing employment, education, and responsibilities, start with the most relevant/impressive ones and leave the less relevant/ impressive ones for the bottom of the list. Highlight your transferable skills, characteristics and qualities, and emphasize what makes you stand out from others with a similar background. Lastly, be more memorable by including volunteer work, awards and recognition, a famous quote, a photo or something unique that would catch a hiring manager’s attention.
Apply for local jobs or remote work that’s being advertised online. A lot of companies are also going through transition periods and many employers will still be engaging with candidates, conducting video interviews, and even beginning digital training for new starts.
Prepare a few interview outfits including shoes and accessories, then take a photo of them so you don’t waste time the day of an interview worrying about what to wear!
Practice roleplaying common interview questions with a friend, relative, flatmate, etc. You don’t have to live together- practice over the phone or video call. If you’re both looking for work, alternate interviewer and interviewee!
For those of you looking to start your own business, check out the book I published last year called From Freelance to Freedom where you can learn more about my business journey and receive practical advice for launching and scaling your business. (Available on Amazon as a kindle download or paperback for a heavily reduced price due to the pandemic)

Be sure to follow up and follow through! If an employer is debating between two equally qualified candidates, and one of them phones in to follow up, they might decide to go with that applicant because of their pro-active nature.

Remember, your self-talk and mentality are a massive factor in your ability to thrive and achieve career success. Hiring Managers are humans which means they have a limited attention span and can forget things. Taking action now, being memorable, and following up can make a difference.

Kristen O’Connell

Founder and Director of Superlative Recruitment, Ltd

This article was first published on WorkLife CoronaVirus Edition

Mental Health Expert Warns: 8 types of manager you could avoid for a mentally healthy workplace

08/11/2019

Bad bosses are to blame for rise in workplace mental health issues

A recent study commissioned by global staffing business, Robert Half, showed that half of workers surveyed quit due to a bad boss. The survey results seem to support the theory that people leave managers, not companies.

Mental Health Expert and the CEO of the Workplace Mental Health Institute, Peter Diaz has warned that bad bosses are contributing to a rise in mental health issues in the workplace. We already know that workplaces are increasingly under more pressure due to the state of the global economy and the level of digital disruption happening across all industries. These pressures are being felt by many people as employees are being asked to do more with less time. At a time when employees need to be further supported given the challenging economic environment, it seems many businesses and managers haven’t got the memo.

Peter Diaz says there are eight types of bad managers you could avoid for a mentally healthy workplace.

1. Rude and Insulting Managers
This type of manager seems to find joy in making others feel less powerful or special. They openly criticise you in front of others and even raise their voice from time to time. Whether they do it on purpose or do it without even realising, this type of behaviour is incredibly destructive. You can let them know how their actions affect you however often this behaviour is attached to narcissistic personalities and those who feel threatened by others. Giving them feedback is unlikely to change their behaviour.

Learn more about Workplace Mental Health Strategies…

3. Disorganised and Last Minute Managers
This type of manager typically makes their inaction your emergency. I think we have all worked with someone like this and can vouch from personal experience that this type of manager is dangerous and soul destroying. Helping them to better manage themselves and their responsibilities is not your job.

4. Unapproachable and Arrogant Managers
This type of manager is difficult to work with. Often staff will avoid dealing directly with this type of manager because they find them so intimidating. Often when these managers do engage, they are always right and tend to gloat about it. This is a personality and style issue. You can can do your research and work out how to crack their ‘self-loved’ veneer – but it can be a challenging task.

5. Managers Pick and Play with Favourites
Unfortunately, these types of managers are everywhere. They overtly pick favourites and these people seem to get away with blue murder including not doing their job. They also tend to be the ones put up for promotion and other opportunities. Other staff often end up carrying the load which burns people out and leaves them feeling undervalued, underpaid and exploited. You can try to pamper the boss with praise and sell your soul to get into their good books – but if you are a person with a moral compass this usually isn’t the best option.

6. Micromanager
This type of manager will give you things to do and then tell you how to do it and check every aspect of your progress. Most capable staff will only put up with this behaviour for a short period of time before leaving or exploding. The key is to build confidence and trust fast while establishing mechanisms to keep your manager constantly updated. This tends to add so much work to an already busy load that most people move on to other roles to get away from the micromanagement.

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7. Too Busy and Unavailable Managers
We are all busy in the year 2019 – but the people we should be most available for, are our staff. If it means that managers have to get to work earlier, or lock in staff time that can not be double booked, then this is what must happen. Managers who find themselves too busy for their staff are not managers, they are simply absent colleagues. Staff need engagement with their manager, they need to be able to access their manager to discuss and resolve issues and seek guidance on work related matters.

8. Distressed and Overwhelmed Managers
Bosses are human too. When they are distressed and overwhelmed, they can become a risk to the mental health of their team. Self care is very important for bosses too. Here you can encourage your boss to care for themselves. Do things they enjoy and have regular small breaks throughout the day to improve productivity.

Bad managers can cause mental health issues in their workplace, and through bad management they can also worsen issues staff may be experiencing. If we can better equip businesses and managers to understand and deal with mental health issues in the workplace, we can save lives – many lives. Importantly we can also help managers to be better managers.

Peter Diaz and Emi Golding have written and released a book to provide organisations and managers with practical assistance on dealing with mental health in the workplace. Their much anticipated book is called: Mental Wealth: An Essential Guide to Workplace Mental Health and Wellbeing. This latest workplace mental health book provides important guidance for all organisations, leaders and managers on mental health in the workplace and how to build resilient and meaningful cultures and processes that enable organisations to support and appropriately manage those with mental health issues.

It is more important than ever that every business, organisation and manager across the country is positioned to deal with mental health issues and understand the warning signs. We all need to step up and ensure we are taking care of people. The only thing that gets us through hard times is people. We need to help people and support them to cope and to be resilient.

The Workplace Mental Health Institute is the leading peak body for research, advice and training relating to workplace mental health.

The book is available for purchase from a number of different outlets like Amazon, Barnes & Noble, Books-A-Million, Powell’s, Indigo, IndieBound and many other bookstores worldwide and online.

Please visit https://thementalwealthguide.com for more info on this book.

Author: Peter Diaz

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How to Support Mental Health in the Workplace

29/07/2019

What you can now copy from the TOP companies like PWC and AMP on how they boost their employees’ Mental Health while improving Corporate Culture, Engagement and Profitability

Most management teams these days don’t need to be convinced that taking care of their team’s mental health is a good idea. But many managers don’t know where to start to support their employees. Here we show you what some top companies are doing in this important space, so you can copy and use what you need.

These companies recognise the importance of investing in their employees’ mental health.

According to the World Health Organisation (WHO), mental health disorders affect nearly one in four people each year. Depression, anxiety, and other psychiatric disorders are among the top causes of disability worldwide.¹

Since people tend to spend most of their working life at work, it follows that mental health issues affect all areas of a person’s life, including work.

WHO estimates the global cost of depression and anxiety at more than $1.2 trillion per year in lost productivity.² Left untreated, depression and other issues can affect absenteeism, productivity, and put workers at an increased risk of suicide. In short, having a reactive (or non-existent) approach to supporting mental health at work is eating up massive amounts of profits in businesses everywhere.

Unfortunately, many people don’t get help for mental health problems. Most people won’t even tell their immediate boss that there’s a problem. Up to fifty percent of people will not disclose at work. And, even more concerning, two-thirds of people who have a mental disorder won’t seek any professional treatment. Some say that the very real fear of discrimination and stigma are two gigantic obstacles that prevent people from getting help.

Mental health has long been considered an off-limits topic in the workplace. Thankfully, smart business leaders are beginning to recognise the importance of helping their employees’ stay emotionally fit. Here are three ways that top companies put mental health and well-being first.

Learn more about Workplace Mental Health Strategies…

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They Teach Employees’ How To Help Struggling Co-Workers

Most people are not trained to comfortably or effectively talk to someone about their mental health, especially in the workplace. If you don’t know what you are doing, you could make matters worse. AMP, which is a global company and also one of Australia’s largest companies, helps their employees learn how to help co-workers struggling with mental health issues. The financial giant has implemented a training program, called Mental Health Essentials, that equips team members with the skills to recognise when a co-worker is struggling and to get that person appropriate help.³ To upskill their managers and executives they’ve also run the Workplace Mental Health Masterclass for Leaders. AMP has had this Masterclass training delivered all over Australia, the UK and the USA, with great results.

They Partner With Leading Mental Health Organisations And Don’t Try To Do It All Themselves

Another way that top companies help their employees is by collaborating with trusted mental health organisation’s. PWC, AMP and The Star Group partner with several well-known mental health groups, but in particular the Workplace Mental Health Institute. By working with leaders in mental health advocacy, support, and recovery, you too can learn how to proactively support your employees’ mental health, be better prepared organisationally to manage risk and safety, and be better equipped to help colleagues.³

They Promote A Culture Of Openness And Trust

A high level of stigma exists surrounding mental health issues. This is an ongoing problem. More than 40 percent of U.K employers believe that hiring a person with mental illness represents a significant risk to the company, according to a 2010 survey among employers. Workers with mental illness are seen as unreliable and hard to get along with.

These types of beliefs in the workplace can cause employees to be reluctant to get help. Workers who call in sick because of depression or anxiety may make up other reasons for their absence. They may believe that being honest will cause their employers to pass them over for job promotions.

This culture needs to change if employers want healthier, more productive employees. One Australian company that understands the importance of fostering an open culture when it comes to mental illness is EY. Ernst & Young has collated information of other companies that are doing well in this space and they report it’s important for companies to share knowledge and information with its managers, supervisors, and employees about mental illness. The company that does well promotes an open dialogue when it comes to talking about mental illness. According to EY, openness and proactive early intervention result in decreased mental-health related claims.

As an employer, there’s a lot that you can do to support your employees’ mental health. Try some of the things that the world’s top companies are doing to support workers’ mental health. You’ll see what a difference these changes can make to your organisation and your employees’ well-being.

References:

Author: Peter Diaz

Connect with Peter Diaz on:

Tag Archives: Workplace Strategies

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Kristen O’Connell

Bad bosses are to blame for rise in workplace mental health issues

What you can now copy from the TOP companies like PWC and AMP on how they boost their employees’ Mental Health while improving Corporate Culture, Engagement and Profitability

These companies recognise the importance of investing in their employees’ mental health.

They Teach Employees’ How To Help Struggling Co-Workers

They Partner With Leading Mental Health Organisations And Don’t Try To Do It All Themselves

They Promote A Culture Of Openness And Trust