Mental health statistics indicate a global crisis, but awareness is steadily rising. It is crucial for companies to explore how they can bridge the gap between where they are and where they should be.
In 2019, the World Health Organisation stated that 15% of working-age adults were estimated to have mental health issues. This massive figure translates into a loss of 12 billion working days and US$1 trillion annually in lost productivity.
About Mental Health First Aid
Shining a spotlight on mental health by focusing on solutions is the obvious solution. In other parts of the world, Mental Health First Aid training has empowered millions of employees.
Mental Health First Aid, founded in 2000 in Australia, is a not-for-profit organisation. It develops, delivers and evaluates accredited mental health training programmes worldwide. The global movement works through an active network of licensed providers in 24 countries.
As vital as physical first aid
According to my experience, as many as two in ten employees may be struggling with their mental health. As part of our duty of care, we have coached managers to recognise when team members are no longer functioning as they should.
In physically demanding fields like mining, poor mental health increases safety risks. That is why many companies have incorporated morning check-ins into their procedures. Rather than replacing ‘underperforming’ employees, businesses realise that investing in staff well-being leads to long-term benefits.
Recognising when a colleague may be struggling
Warning signs of mental health struggles often resemble those of substance abuse.
As such, learning these signs can help stop harmful behaviour:
- Physical signs of neglect – This can range from being unkempt to sudden weight gain or loss.
- Inability to be ‘in the moment’ – A large part of mental health struggles stems from anxiety. People may be preoccupied with past events or worried about future outcomes.
- Strong emotions – Unprovoked outbursts, such as aggression, irritability or extreme sadness, indicate mental health struggles.
- Withdrawal – Drawing inward and avoiding social interactions is a common symptom. This may include disengagement at work.
- Listlessness – When things that previously brought joy no longer evoke any emotion, it’s a strong indicator that help is needed.
- Uncharacteristic behaviours – This is evident when a person’s habits change. For example, a punctual person may start arriving late or missing deadlines.
Creating a supportive environment
It is important for managers to remember it is not their job to diagnose. Conversations should remain work-related. Ask if an employee is coping with work and open to a catch-up chat. If so, this creates an opportunity to build a supportive environment.
What does a comprehensive mental health first aid course look like?
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The science of mental health
The course should start with the fundamentals of understanding mental health, anxiety and depression. It should also address common challenges in an African context. Accordingly, statistics help drive home the message about the enormity of the issue.
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Identifying at-risk signs
Understanding how to respond when someone is at risk is vital.The course teaches basic dos and don’ts. This does not make you a counsellor, just as first aid doesn’t qualify you to practice medicine. The goal is to stabilise an at-risk person until proper help is available. Therefore, managers must continue managing workplace processes and systems.
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Confidentiality
Respecting a person’s right to confidentiality is critical. Eliminating office gossip is essential to the success of this course.
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Empathy training
Not everyone leads with empathy. Training people in listening and communication skills, like basic counselling, is essential. Consequently, this helps create a safe space for sensitive situations.
Choosing the right experts to lead the change
Large companies often have an Employee Assistance Programme (EAP) on contract. Some companies call these wellness initiatives or wellness plans.
An EAP is a company contract where the employer pays a fee per employee. These companies provide registered psychologists and counsellors for oversight and counselling when needed.
In my experience, large corporations usually have an EAP in place. Sadly, this is not always the case for small to medium-sized businesses.
Beyond Mental Health First Aid
True mental health support goes beyond policies and training. It requires a cultural shift where employees feel seen and supported at every level.
A critical gap remains, many managers don’t know their EAP provider or how to respond to 
mental health challenges. In smaller businesses, HR and line managers must take the initiative. They must collaborate with experts to create tailored systems.
Embedding mental health awareness into workplace structures helps shift responses from reactive to proactive. This reduces risk and ensures employees feel their well-being is a priority.
When leaders champion mental health as an essential part of company culture, they don’t just protect their teams. They empower them to thrive.
Alvin Govender | International Performance Coach | CEO | Awakening Leadership | mail me |
