Planning for the Conversation
When planning for the conversation, ask yourself the following questions:
-
Is your intention to have a formal conversation with the staff member or a “fireside chat”?
-
Are you the best person to be having the conversation?
-
Is there anyone else who should be involved in the conversation? If you aren’t sure, call and discuss with an Occupational Health Advisor.
-
When is the right time to have a conversation with your staff member?
-
Are you in a good space and can you listen genuinely?
-
Do you have enough time for the conversation, e.g., if you are rushing off to a meeting in 15 minutes, it is probably not a good time to be starting the conversation.
-
Do you have an appropriate, private space where you can have the conversation?
-
Decide on your goals for the conversation ahead of time. For example: are you going to just listen, are you going to offer support, are you going to offer resources?
-
Do you know where and how to access resources to support someone struggling with a mental health issue?
-
Be prepared for the individual’s emotional response. For example, they may be sad, angry, or embarrassed.
-
Be prepared that the conversation might be a difficult one and you may not have all the answers.
-
If a mental health concern is suspected, it would be useful to have the EFAP information and OH&S contact (name, number, fax number) information available to give the staff member.
Search
The information contained in this toolkit is provided for general information only.
It is not intended to be a substitute for medical advice. Always consult your physician or appropriate health-care provider with respect to your particular circumstances.