Implementation Resources
General Sources of Information
Links provided by MHCC’s Workforce Advisory Committee
Association & Societies
Canadian Society of Association Executives
Canadian Council of Human Resources Associations
Human Resource Professionals Association
Canadian Human Rights Commission
Magazines
1. Psychological Support: “A work environment where coworkers and supervisors are supportive of employees’ psychological and mental health concerns, and respond appropriately as needed.”
Work Environment (Norms, Values & Practices)
Understanding Mental Health Facts & Figures: Facts and figures to better understand the impact of mental health issues in the workplace.
Employee Resources: Provides employees with access to knowledge and tools to help increase awareness about their own mental health.
Legal Framework in Canada: Links to current and evolving legislation for accommodating employees with mental illness.
Training & Development
Create Your Own Mental Health Resource List: Information to assist you in creating a valuable resource list for employees who require psychological support.
Management Strategies and You as a Leader (formerly Leadership Matters): A general resource that discusses the leadership factors that impact mental health.
Communication:
Helping Raise Awareness & Reduce Stigma – A plan to assess and reduce stigma about mental health issues in your workplace.
Emotional Cost of Management -Article discusses the impact on managers who are required to support employees who are emotionally distressed.
Importance of Employee well-being (UK)
Formal Policies & Programs:
Return to Work – Strategies for developing a return to work plan when mental health is a factor.
Accommodations at work – Specific suggestions to assist employees at work or returning to work when mental health is a factor.
Performance Management – Skills and approaches that are more effective in managing the performance of an employee who is emotionally distressed.
Managing Organizational Change – Strategies for helping an employee with mental health issues manage change. (Note new page location)
The Union’s Role in Workplace Mental Health – Information for union representatives and employers in unionized environments.
Prevention and Crisis Response – Information about addiction, grief, suicide, violence and crisis response planning.
Occupation Specific Mental Health Issues – Certain sectors such as emergency services, call centres and high tech or dangerous occupations have specific concerns that may impact mental health.
Mental Health Specialists’ Role – Understanding the role of various providers or mental health services.
2. Organizational Culture – “A work environment characterized by trust, honesty and fairness.”
International Institute for Sustainable Development
Creating Healthy Health Care Workplaces in BC Evidence for Action – Discussion Paper -
Healthy Workplace Strategies: Creating change and achieving results
Organizational Culture: From assessment to action (PDF)
3. Clear Leadership & Expectations – “A work environment where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes.”
Hewitt Associates Announce 50 Best Employers in Canada – Best Employers -What it takes to retain key employees (PDF)
4. Civility & Respect – “A work environment where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public.”
5. Psychological Job Fit: “A work environment where there is good fit between employees’ interpersonal and emotional competencies, their job skills, and the position they hold.”
Work Environment (Norms, Values & Practices)
Employee Resources: Provides employees with access to knowledge and tools to help increase awareness about their own mental health.
Legal Framework in Canada: Links to current and evolving legislation for accommodating employees with mental illness
IPSOS REID Canada Poll Guarding Minds at Work (PDF)
Training & Development:
Autonomy (Independence) – Strategies for fostering independence and creativity.
Workplace Justice (Fairness) – An action plan for reducing resentment and increasing well being, loyalty and morale.
Social environment – An action plan for building a culture of trust.
Communication:
Removing class distinctions – Underlines the importance of ensuring all employees feel valued, respected, accepted and included.
Role Clarity – Strategies for helping employees know what is expected them.
Job Future/Security – Helping employees feel a sense of control over their future.
Formal Policies & Programs:
Return to Work – Helps you to develop a return to work plan when mental health is a factor.
Accommodations that Work – Specific suggestions to assist employees at work or returning to work when mental health is a factor.
Work Life Balance: What Research Tells Us – Jobs that do not allow balance impact productivity and wellness.
Mental Health Issues – How to add mental health and psychological safety to your OH&S approach.
Performance Management – Skills and approaches that are more effective in managing the performance of an employee w ho is emotionally distressed.
6. Growth & Development – “A work environment where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.”
Recognition – best practices
7. Recognition & Reward – “A work environment where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.”
Recognition Professionals International
International Public Management Association for Human Resources
World at Work Trends in Employee Recognition (2008)
8. Involvement & Influence – “A work environment where employees are included in discussions about how their work is done and how important decisions are made.”
TBA
9. Workload Management – “A work environment where tasks and responsibilities can be accomplished successfully within the time available.”
Work Environment (Norms, Values & Practices)
Occupation-Specific Mental Health Issues – How to add mental health and psychological safety to your OH&S approach.
Training & Development
Workload and Work Pace – Strategies for maximizing productivity.
Work Schedule – Incorporate flexibility where possible.
Formal Policies & Programs
Return to Work – Helps you to develop a return to work plan when mental health is a factor.
Accommodations that Work – Specific suggestions to assist employees at work or returning to work when mental health is a factor.
Work Life Balance: What Research Tells Us – Jobs that do not allow balance impact productivity and wellness.
Performance Management – Skills and approaches that are more effective in managing the performance of an employee w ho is emotionally distressed.
Managing Organizational Change – Strategies for helping an employee with mental health issues manage change
10. Engagement – “A work environment where employees enjoy and feel connected to their work, and where they feel motivated to do their job well.”
What Engages employees the most, or The Ten C’s of Employee Engagement (2006)
Employee Engagement A Review of Current Research and its Implications (2006)
Employee Engagement and Health: An EAP’s Perspective (2007) (PDF)
11. Balance – “A work environment where there is a recognition of the need for balance between the demands of work, family and personal life.”
TBA
12. Psychological Protection – “A work environment where employees’ psychological safety is ensured.”
Work Environment (Norms, Values & Practices)
10 Factors in Building a Psychologically Healthier Workplace – Outlines Dr. Julian Barling’s strategies for implementing a psychologically healthier workplace.
Training & Development
Employee Resources – This section provides employees with access to knowledge and tools to help increase awareness about their own mental health.
Prevention and Crisis Response – Information about addiction, grief, suicide, violence and crisis response planning.
Advanced Strategies – A training approach for helping employees who are emotionally distressed.
Focusing on Solutions - Developing solutions that focus on employee strengths.
