Test your knowledge about some of the approaches to workplace mental health issues found within this website.
Any organizational change may have an unsettling impact on employees with mental health issues, whether it involves them directly or indirectly. It's important that managers do what they can to help the employee feel more comfortable with his or her place and modified responsibilities in the new workplace situation. It is also important to consider the amount of change being asked of employees, as some research indicates that the continued need for change may contribute to poorer mental health. While this may take some extra time, the investment may pay off in terms of performance, loyalty and support for the change. The tips and strategies that follow are positive approaches for change with any employee, but for those with mental health issues, they may mean the difference between an extremely difficult transition and one that involves a manageable level of adjustment.
Some strategies for effectively managing organizational change are:
The Great-West Life Centre for Mental Health in the Workplace provides information and strategies identified by the experts that can be useful to addressing employment insecurity among employees with and without mental health issues:
Employment insecurity, economic insecurity, layoffs and mental health in the workplace [PDF]
See the article below called Labour market changes and job insecurity: a challenge for social welfare and health promotion for more information.
Helping an Employee with a Mental Health Issue Manage Change
The following are links to resources that may be of interest to you. If you click on a link you may be entering a third party website not maintained or controlled by Great-West Life.
Some of the material in this section has been adapted from: Loretto, W., Platt, S. & Popham, F. (2010). Workplace change and employee mental health: Results from a longitudinal study, British journal of management, 21, 526-540.