It's Good To Talk
Remember, it will probably have been hard for the person concerned to tell you what's going on for them.
With all the stigma that still surrounds mental ill health that's understandable isn't it? They will probably have worried about how you'd react, whether it would damage their career prospects and whether they could trust you with something so deeply personal.
Yet good open and honest conversations are just what's needed.
So, what's the best way to manage a conversation? Here are some simple tips.
Do's |
Don'ts |
Have a conversation in a neutral and private space, not your office. |
Don't attempt to initiate a conversation in front of everyone. |
Make sure there are no interruptions. Switch your mobile phone off. |
Don't initiate a conversation if you've got another appointment looming. |
Be focused. You only need information that will help you achieve the goal of supporting your employee. |
Don't attempt to diagnose. Remember you're not a doctor or a qualified counsellor. |
Ask open non-controlling questions. For example, "I was wondering how you were doing?" |
Don't ask questions that could create pressure like "What is wrong with you then?" or "Are you stressed or something?" |
Use neutral language for example, "you seem very low today". |
Don't use medical language linked to illnesses like "you seem depressed" unless the employee uses it. |
Always allow the person time to answer |
Don't push for an answer. Be patient. And don't rush in with another question. Without listening to the answer you've been given. |
Try and put yourself in the other person's shoes and see things from their position. |
Don't tell the person what to do. |
Make arrangements for a follow up meeting to review the situation. |
Don't leave things up in the air |
Download this checklist to take into the meeting with you if that would help.
These guidelines will help in most situations. However, there may be special circumstances where you need a bit more help.
Finally, and this is really important, always think about confidentiality. Once an employee has told you about their situation it is vital that you discuss and agree with them exactly who else, if anyone, might need to know, and what information they need to be provided with.