5 Tips: Performance conversations amid mental health challenges

Blake Redding - Head of Psychology Workplace-National, MAPIEN

5 Tips:

Performance conversations amid mental health challenges

Navigating performance conversations can already be tricky and complicated. What happens when we add in mental health or personal stressors for a staff member?

We are often asked by leaders “can I still performance manage someone when there is a mental health or personal stressor present?”

The short answer is yes, with careful consideration and planning. Here are 5 tips.

1. Promote collaboration

The leader AND the staff member will play active roles in working together to conceive and implement solutions. This will also likely include input and collaboration with a treating medical practitioner.

2. Adhere to your role scope

For example, it is a leader’s role to listen, be supportive, actively seek understanding, enquire about health and wellbeing and discuss workplace supports. It is not a leader’s role to provide counselling, diagnosis or unsolicited advice about solving personal challenges or navigating a mental health condition.

3. Balance empathy and assertiveness

An effective resolution requires the leader to understand and be concerned for the situation of the individual whilst at the same time be clear about job requirements and expectations.

4. Overcome assumptions

It is an easy trap to make assumptions about what mental health condition someone has, how that impacts their capacity, or how that should be experienced in the workplace. Only a medical professional can provide a diagnosis and to work with the individual staff member to advise how a mental health condition or personal stressor impacts on their capacity at work. Reasonable adjustments are to be considered based on the inherent requirements of the role.

5. Educate yourself

Be up to date with and incorporate the current legislation and codes of practice. Examples include Workplace Health & Safety Legislation, relevant state-based Code of Practice for managing psychosocial risks, Fair Work Act, Anti-Discrimination Act. Mapien’s national team have a combination of IR, HR, psychology and psychological health and safety experience to offer bespoke workplace solutions.

Should you require further information please contact us at hello@mapien.com.au | w: www.mapien.com.au