Isle of Man

Welcome to our Autumn 24 edition of the Wellbeing Newsletter. 

World Mental Health Day took place on the 10^th October 2024 with the theme this year being Mental Health at Work. We have followed their lead for this quarter’s newsletter. The whole point of events such as World Mental Health Day are not the actions you take on the day but the permanent changes you make. 

The cost of mental ill health 

The Centre for Mental Health identified the following: 

• The economic and social costs of mental ill health in England were £300 billion in 2022,  

• Of which sickness absence, presenteeism, staff turnover and unemployment cost businesses £110bn 

These figures equate on the Island to 

• Economic and social costs of £434,000,000. 

• Business costs of £161,000,000. 

Mental health at work 

We all have mental health. Some days are better than others and that is normal. What is important to remember is that when we are feeling 80% we can only give 80% of ourselves, or 60%, or 40%. This is normal and is one reason why employers cannot ignore mental health in the workplace. If you want to get the most out of your staff you must remember they are not automatons. 

Presenteeism occurs when you turn up for work not feeling your best but battling through. Presenteeism is one of the greatest costs to business, which cannot be ignored. 

What businesses can do 

Telling people to leave their emotions at the door is clearly not the correct approach. 

Speak to your staff. Ask them how they feel and what difficulties they face in the workplace. Depending on the culture and size of business you might wish to engage a consultant. Doing so shows the staff you are investing in them and want to make real changes. 

Review all responses with an open mind. Don’t become defensive but use the process to understand the changes required. There are often small changes that don’t cost much but can make a big difference. Some people might operate better using headphones, others might want the lighting changed. Other solutions could include changing procedures or perhaps simplifying computer processes. 

The questionnaire might give you some ideas as to training that is required or presentations that staff could attend. Remember that there is a point to presentations and ideally they will provide tips for changes you can make. 

The board should buy into wellbeing and support a change in culture. Directors should lead by example. Depending on the circumstances you might wish to appoint a wellbeing committee or people champion for smaller organisations. 

Monitor progress at board level, reviewing and responding to reports as may be required. Build on ideas that work and quickly drop those that don’t. Pay attention to feedback from staff. Deal swiftly with any issues as soon as they arise. Address all instances of bullying and blame. Provide training for managers who need additional support. Remember that change is often difficult and some might be resistant. 

What can individuals do? 

We are ultimately responsible for our own wellbeing. We should aim to be at our best at work. 

• Try to switch off outside of work 

• Leave on time if possible 

• Try to exercise regularly 

• Eat healthy meals  

• Undertake activities you enjoy 

• Reduce caffeine intake 

• Switch off electronics at least an hour before going to bed 

• Learn relaxation techniques that work for you 

How to help each other 

Stress can be insidious and creep up on us without our notice. It is therefore important to recognise when friends, family or colleagues might be struggling. Some signs to look out for are: 

• No longer participating in activities they once enjoyed 

• Isolating themselves, and communicating less than normal 

• Being less productive 

• Showing impaired judgment or reduced inhibitions 

• Looking tired or sad frequently 

• Dramatic weight loss or weight gain 

• Having trouble coping with everyday stressors or challenges, or worrying and stressing out more than usual 

• Overreacting to situations or becoming sad, irritated, angry, or aggressive more easily 

There can be many other signs but remember some people can be good at hiding their emotions. 

The key to assisting anyone struggling is to create a safe environment and listen without judgement: 

Wellbeing in the workplace Accreditation scheme 

Consider wellbeing accreditation. Resolute Consultancy Limited operate an accreditation scheme designed specifically for the Island’s needs. It is supported by the IOM CGI Branch along with other local professional bodies. 

Accreditation demonstrates you have reached a high standard for staff wellbeing. You can tell your clients, owners and other stakeholders of your achievement. Your reputation will increase and you will benefit from more people wanting to work for you. 

During accreditation the consultant will advise on best practises, recommend tweaks to some of your procedures or recommend alternative solutions you might not have considered.  

The ultimate result will be improved productivity, reduced sickness and presenteeism, reduced turnover and a happier and more engaged workforce. 

ManxPACT  

A reminder that our President, Juan Moore, has established a support group for anyone suffering with mental health difficulties ManxPACT, People Actioning Change Together. 

There is a wealth of information on the site together with a directory of help/businesses in the wellbeing sector. There is also a Facebook Group, with regular articles posted. This group is free for all and can be used by anyone. It is not a charity and does not accept any donations. 

Wellbeing Committee members: 
Juan Moore (Chair), Emily Lightfoot and Marcelene Macullinane. 

Contact: juan.moore@rcl.im 

The committee would welcome ideas for the newsletter or CPD events. New members to the Committee are welcome. Please contact Juan for details of the work the Committee undertakes.