Personal Mental Health Care for Staff

Remember: You can’t pour from an empty cup. Taking time for yourself will ultimately make you a better, more effective worker. Don’t hesitate to reach out for help—it’s a sign of strength, not weakness.

We recognise that your mental well-being is especially important given the emotionally demanding and sometimes chaotic nature of our work. Your well-being is crucial for your health and the effectiveness of the work we do with those in need. Resources, practices, and support systems are in place to help you take care of yourself while continuing to make a difference in the lives of others.

Managers are trained to listen, be accessible, and spot signs of mental health issues in their teams. We expect them to proactively support the well-being of their staff and respond to any concerns that arise.

Mental Health Resources Available

Peer Support Groups

• Peer support is a cornerstone of our mental health resources. You will be part of a group specific to your role that meets regularly so that you can share the challenges you are facing. For example, support workers meet monthly to share experiences, discuss challenges, and offer each other advice.
• Open communication and trust within teams are emphasised. We encourage you to lean on one another for support.

Staff Training

• You will participate in training sessions held throughout the year covering topics such as stress management, time management, and burnout awareness. These sessions aim to equip you with the tools to manage stress proactively and recognise early signs of burnout. Recorded versions are also made available online if you need a refresher.
• De-escalation and aggression management training are also part of regular training at Handcrafted. This is designed to help you handle potentially threatening situations with confidence and reduce the emotional toll of such situations.

Counselling and Debriefing

• If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.
• We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.

Workplace Health Plans

• Every employee has the option to create a personalised Workplace Health Plan. This plan can address ongoing issues, such as mental health diagnoses or specific work preferences, and can include adjustments to work schedules or conditions to better support your well-being. Just ask your line manager if you would like to find out more.

The Human Resources and Welfare Steering Group

• Our Human Resources and Welfare Steering Group monitors staff welfare continuously. They work to identify areas causing stress and collaborate to resolve any issues that arise.
• You can reach out to any member of this group if you have a concern about your own or a colleague's wellbeing at work and they will be able to suggest options or take any concerns forward if it would be helpful to do so.

Seeking Help When Overwhelmed

• Contacting Your Line Manager
  • If you feel overwhelmed or stressed, your first point of contact should be your line manager. We strive to ensure that all managers are approachable and that any conversations regarding mental health are treated with complete confidentiality.
  • If the issue involves your line manager, you can escalate your concerns to their supervisor. We maintain a flat hierarchy, making it easier for you to reach out to higher levels of management for support.
• Sickness and Leave Policies
  • If stress or burnout becomes unmanageable, we encourage you to see your GP and follow our normal sickness procedure.

Preventative Measures and Daily Practices

• Downtime and Team Time
  • We recognise the importance of downtime. Every Wednesday morning is designated as a time for team bonding, catch-up, and training. This break in the workweek acts as a "pressure valve" where you can grow connections with colleagues and recharge.
• Work-Life Balance and Boundary Setting
  • Maintaining boundaries between work and personal life is essential, especially in emotionally demanding roles. As part of your induction, you will receive guidance on setting boundaries with clients and managing your workload.
  • We give you the option of having a separate work phone to ensure you can disconnect from work during off-hours. Additionally, we have an on-call system to manage crises, so you shouldn't be disturbed outside of your designated hours.
• Using Annual Leave
  • We strongly encourage you to use your annual leave and completely disconnect from work during that time. This practice is modelled by our leadership team and is essential for your mental health and effectiveness at work.

Celebrate the small victories in your work. Even small progress can have a significant impact on the lives of those you help, and acknowledging these moments can sustain your motivation.

Continuous Improvement and Feedback

• Annual Staff Survey
  • We take your feedback seriously. Our annual staff survey, which includes a burnout questionnaire, helps us assess the overall well-being of our team. The results are reviewed by the Human Resources and Welfare Steering Group, and we make adjustments as needed to improve our support systems.

Taking care of your mental health is not just important—it’s essential for you to continue the vital work you do. It’s easy to become overwhelmed by the endless demands of our work, but remember you are finite, and if you burn out, you won’t be able to help others effectively. Prioritise self-care, set boundaries, and seek support when needed. Take care of yourself and you can then continue to make a positive impact in the lives of those we serve.