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Jo Grant is mental health project coordinator at RICS charity LionHeart
When it comes to providing mental health support to employees, one of the main barriers for small businesses is they may not have the luxury of a human resources department with whom that responsibility rests. Without a workplace champion or human resources lead to drive forward a mental health awareness agenda, the issue might be overlooked or a lack of knowledge might lead to a lack of action.
However smaller firms often have one big factor in their favour when it comes to supporting colleagues who might be suffering with their mental health. In a close-knit team a colleague may well be the first person to spot a change in someones behaviour that might indicate they are struggling; for example they might be uncharacteristically snappy or withdrawn.
Knowledge about mental health is key, as well as knowing what your firm's legal obligations are towards staff. There are also many small things that can be done to help employees feel supported, such as a commitment to flexible working where possible, honesty about wellbeing, and leading from the top.
Michael Holden FRICS runs a small firm of chartered surveyors in the north-west of England
Most of all try to create a culture where it's possible to be open. The ultimate aim should be that people don't feel afraid to say they are struggling with their mental health. People shouldn't have to feel worried about their jobs or future career prospects.
We are a small family-based practice and have regular meetings with all of our colleagues. We have an open, supportive and inclusive working environment, although we're not pushy about it. I really believe there is no situation where support is not available.
Its much more granular in a small business. We have standard policies but our management structure is much flatter. Recently one of our graduates was worried about taking three months off work to travel but we've been able to be flexible and are supporting him. When you support your staff you get it back in spades.
It's also worth all small and medium-sized firms of chartered surveyors knowing that they are not alone when it comes to supporting their staff. Make sure you are aware and your employees are aware that support is available through LionHeart. As a profession we are very lucky to have this.
Dave Vernon MRICS is senior project manager at property and construction consultant Edge
In 2015 after feeling low for a number of weeks I approached my line manager at the time and explained that something didn't feel quite right. I was signposted to the staff wellbeing and counselling service and after an initial consultation I was offered eight talking therapy sessions with a counsellor.
This support was vital for me. It gave me a space to really understand what I was going through and eventually develop a plan for getting better. I actually returned for a further eight sessions a few months later to discuss my recovery, as well as moving on to the next phase of making changes to my life. Without this support I'm not sure where I would have been.
It's vital that anyone with a mental health issue knows there is somebody within their organisation who they can approach confidentially to talk about their concerns. The need for this outlet is a crucial first step in getting people the longer-term help that they might need. People are often concerned about how their mental health issues will affect their work relationships and how they're perceived. Employers need to make it clear that mental wellbeing is taken seriously, that it will be treated as importantly as physical wellbeing, and there will be no detrimental effect to individuals for voicing any concerns they might have.
RICS professionals are invited to join our Mental Health group on the RICS Yammer Insight Community to share your views and experiences, openly discuss mental wellbeing with fellow professionals, and access supporting resources from LionHeart – the charity for RICS professionals
This article was updated on 4 February 2021.