Uncertainty, whether we like it or not, is a fact of life. It is one of the few things that we can rely on. We encounter it in our personal relationships, in the workplace, in our climate, national and global events. With recent political events resembling something akin to a Shakespearean drama, a revolving door of politicians and changes instigated by the EU referendum there has rarely been so much uncertainty about our future at a national level.
Although many key decisions are thrashed out on the political playing field the changes and uncertainty have a ripple effect on organisations which trickles down to ordinary people as we try to anticipate what these changes will mean for us personally. When we are unable to rely on the familiar and the predictable it is easy to lose our grounding. We can feel lost. Uncertainty can lead to higher levels of anxiety, depression and unhealthy ways of coping. Having said that we always have a choice over how we respond to it, no matter how overwhelming it may seem. Even if there are things we cannot change, there are many proactive choices we can make in our own lives.
Click below to download an outline for our Dealing with Uncertainty and Change training course.
Workplace stress is one of the most pressing factors affecting employee mental health and overall wellbeing. For managers this can be a particularly important subject; walking the fine line between subjecting employees to positive pressure and negative stress is difficult.
Noticing this problem and wanting to learn more, CiC recently surveyed over 400 senior HR professionals to gain their insight as part of the ‘Stress, Anxiety & Depression in the Workplace Survey 2017’. The survey found several interesting and important trends that were sometimes completely unexpected. One particularly topical result here was that 40% of those surveyed found that a lack of staff or managerial training was the top reason that hindered them in supporting employees suffering from stress in the workplace.
“Workplaces are amongst the institutions that contribute to, and impact on, our mental health throughout our lives.” (ACAS Research Paper, 2016).
The survey also found that decreased motivation ranked as the most concerning potential result of stress in the workplace for senior HR professionals.
It only takes one small change to make a massive difference to managing stress and building resilience amongst staff.
Click below to download an outline of our popular Stress & Management Resilience training course.
Many employers working with CiC have recognised the benefits of supporting employee wellbeing; initiatives have included fruit for the office and discounted gym membership. Whilst these gestures convey values and support for good health, managing mental health requires a more interpersonal response. For managers, the approach to understanding and managing mental health concerns is likely to be part of their remit. This may feel daunting and place further stress on managers themselves.
CiC’s ‘Stress, Anxiety & Depression in the Workplace Survey 2017’, surveyed over 400 senior HR professionals to gain their insight into mental health in the workplace. The survey produced many interesting insights, some of which are important to highlight here.
One particularly interesting finding, especially when discussing a managers remit and responsibility for mental health awareness, was that a quarter of those surveyed listed staff with disabilities, or those that worked part-time or shift work, as the most vulnerable to stress anxiety and depression in the workplace. The findings therefore highlighted the fact that an increased awareness of these issues from managers was needed.
Employee wellbeing and mental health needs to be considered as part of recruitment, induction, performance management, development, absence management and exiting.
Without due consideration there could be effects on employee morale, as well as financial and legal issues, which in turn may impact on organisational performance.
CiC have developed a focused training programme to spend time with managers sharing definitions of mental health and giving guidance on having conversations with, supporting and line managing those suffering with impaired mental health.
Click below to download an outline for the Mental Health Awareness for Managers training course.
Critical and traumatic incidents are, by their very nature, unpredictable and in most cases unavoidable.
As a business it is important to understand the powerful impact they can have on your personnel and their families and have plans in place to allow you to react appropriately and protect your organisation.
Critical incidents can come in a number of guises, from workplace accidents to natural disasters, the death of a member of staff to a terrorist attack. Each incident is unique and the traumatic effects can be as varied as the events themselves.
In organisations and departments where such incidents are likely, employees should be given training on the psychological impact of traumatic events. Preparing individuals for the expected reactions can help to build resilience and create a culture of knowledge and understanding in the team that allows for more effective response to and defusing of critical trauma.
CiC have developed a focused training programme to spend time investigating the effects of traumatic incidents on individuals and your organisation.
Click below to download the Coping with Traumatic Incidents training course PDF. Once you read through, I’d be happy to further discuss the specific needs you may have in your organisation. Please email email@example.com to get in touch.
Many employees working with CiC have recognised that early stage identification and effective conflict management skills can lead to successful resolution.
Conflict is a part of life and embraces any situation where we meet obstacles in achieving everything we want. Conflict does not always arrive by choice but we do have choices as to how to deal with it.
Conflict management, or conflict resolution are terms that relate to the skills required to manage and resolve disagreements, differences of opinion and differences in working with Managers spending up to 30% of their time trying to deal with conflict alongside their daily work, it not only puts additional stress on them but also wastes valuable time and energy. How Managers identify and deal with conflict can make or break a business. It is essential therefore to have the necessary skills and support system in place.
Conflict costs billions of pounds every year.
Without successful intervention, situations can escalate to a more entrenched and challenging extent. This directly impacts team morale, productivity, performance, sickness absence and engagement.
There are increased financial costs to the organisation and time costs associated with the more formal HR and legal procedures which may have to be implemented as a result of not recognising the early stage signs or simply choosing to avoid the situation completely.
It is essential to be able to recognise, manage and resolve team conflict and create more positive outcomes.
CiC have developed a focused training programme for Managers and HR professionals to enable them to effectively and confidently manage conflict. From identifying key triggers that can cause conflict through to managing aggressive behaviour and volatile situations. This training programme will help managers to potentially tackle difficult conversations and situations competently.
Click below to download the course outline for our Conflict Resolution training course.