Mental health is a growing concern across all sectors, but it is particularly pressing in healthcare. With 1 in 6 people reporting a mental health issue each week, the question arises: is your NHS Trust doing enough to support staff with their mental wellbeing?
In 2020/21, a staggering 822,000 employees in the UK reported work-related stress, depression, or anxiety. Additionally:
These statistics underscore the urgent need for NHS organisations to take proactive steps in supporting staff mental health. Below, we explore five ways internal communications can improve the mental wellbeing of NHS staff.
Mental health is a deeply personal and varied experience. Each individual may respond differently to stress and may seek different forms of help. Internal communicators can play a crucial role by ensuring staff are aware of the full spectrum of support available to them. This can include:
Additionally, reinforcing your organisation’s mental health policy demonstrates a commitment to staff wellbeing and reassures employees that their mental health is taken seriously.
For further guidance on supporting employee mental health, consider this overview from the Mental Health Foundation.
Many factors in the work environment can negatively affect mental health, particularly in high-pressure settings like the NHS. By raising awareness of potential stressors, internal communications teams can help staff identify and address issues before they escalate. Common triggers include:
By discussing these environmental and behavioural factors openly, you encourage staff to monitor their own mental health and take action when necessary. Additionally, promoting healthy work environments can foster more collaborative and supportive teams.
For more information on how to improve mental health through work environment changes, refer to the NHS Employers Guide on Stress at Work.
Despite increased awareness, the stigma surrounding mental health persists, even within the NHS. Many individuals are still hesitant to seek professional help, fearing judgment or repercussions. Changing this perception is key to fostering a more supportive and open environment.
Lead from the top: Encouraging senior leaders and line managers to share their own experiences with mental health can significantly reduce the stigma. When employees see leadership being open and honest about mental health, they are more likely to feel comfortable doing the same.
For a powerful example of reducing stigma through leadership, take a look at the Mind Charity’s guide on changing workplace attitudes towards mental health
Line managers are the first point of contact for many employees experiencing mental health struggles. However, not all managers feel equipped to handle these sensitive conversations. You can support line managers by providing them with the necessary resources and guidance. Consider developing a line manager campaign that includes:
Providing managers with the confidence and knowledge to handle mental health issues sensitively will ensure staff feel better supported and more likely to seek help when needed.
One of the most effective ways to foster a culture of openness and support around mental health is through consistent communication. People absorb information in different ways, so it’s essential to use a variety of channels. Consider incorporating mental health topics into:
By consistently discussing mental health, you help normalise these conversations and make it easier for staff to seek help when needed. Internal communication strategies should aim to make mental wellbeing an ongoing priority.
For ideas on how to implement mental health initiatives through internal communication, visit the CIPD’s Mental Health at Work Guide:
Operations Director
Passionate about using my 30 yearsof owning my own businesses to help create better workplace environments. A Bon Jovi loving TikTok junkie. I spend most of my time thinking about the impact technology is having on our society. And my pug Winston…
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