Everyone needs to take care of their mental health, and we all have a part to play in ensuring we all feel supported through the good times and the bad. Channel professionals can face considerable pressure due to the competitive marketplace, so it can be particularly important to keep an eye out for anyone who might be struggling.
Organisations across the Channel are taking their responsibilities seriously and leaders are looking at how they can support good mental health in the workplace. There are no easy answers to creating an environment in which everyone is able to open up about their mental health, whether publicly or to a trusted friend or colleague, but education is a vital first step.
There are so many illnesses, conditions or situations that can have an impact on a person’s mental health and being able to spot the signs someone may be struggling is vital. Cherie Howlett, CMO, Jola, explained, “I am not sure there is enough awareness of mental health issues in the Channel, as there is such a wide range of conditions people suffer with, often in silence.
“If you do not suffer yourself or know anyone that does, it can be hard for managers to identify issues and offer the right support for employees. Educating staff and offering professional and confidential support for everybody is a positive step companies can take.”
Many channel professionals feel things are improving in terms of more open conversations in the workplace. Richard Howson, partner account manager, Evolve IP, commented, “I’ve been working in the Channel for about the last 10 years, and I’ve seen a lot of change in that time.
“Openness, communication and discussion around mental health, and being able to speak if there’s ever a period when you are struggling mentally, has improved massively. Everyone has more confidence to say how they feel now, with more tangible help and support is communicated across our business.”
Like Howlett, Howson emphasised the importance of education. He said, “We are in a male-dominated industry of a certain demographic where traditionally it’s always been a stiff upper lip. I play a lot of rugby and it was the same there.
“But now I think people are more open to speaking. There’s a lot more understanding about what mental health issues look like. It’s about education, openness and having support available when it’s needed.”
Life changes can also be difficult to navigate, adding pressure to job roles that can already be demanding. Aphra Brooks-Barnes, chief people officer, PXC, discussed her experiences steering organisational changes when returning to work after becoming a parent.
She said, “Returning from maternity leave as a new mum to an organisation going through change certainly came with its challenges. During my leave, work began to separate TalkTalk Group’s consumer and wholesale divisions, with the rebrand of the wholesale division to PlatformX Communications (PXC).
“As part of this change, I was appointed to chief people officer of PXC, while still on leave. With greater responsibilities in the executive leadership team, it was both an exciting and challenging time.”
Brooks-Barnes pinpointed how her organisation helped her find her way through. She said, “While my role demanded immediate action and planning to drive the people strategy at a company-wide level, my role outside of work came with anxieties of being a new parent.
“These challenges include the unease you feel leaving your baby for the first time to go back to work, the exhaustion and sleep deprivation many new parents face every day, and additional health challenges my baby was experiencing at the time. All these factors could have impacted my ability to work, however my organisation has been instrumental in supporting my transition back and helping me manage my mental wellbeing while doing so.
“The leadership exemplified at PXC has been both empathetic and respectful, with colleagues checking in on my wellbeing, without any expectation for me to respond outside of core hours. This respect for my personal time has been crucial in helping me balance my new responsibilities as a mother and an executive, and has truly helped me manage my mental wellbeing.
“Flexible working hours have also been a game-changer. PXC makes many thoughtful allowances for the needs of new parents, which make looking after your mental health while you return to work a little bit easier.”
Brooks-Barnes also reflected that things seem to be improving. She said, “In my experience, mental health support is improving across the Channel. People are much more vocal, open and honest about what they’re going through, the support they require and the resources they find helpful. It’s this level of transparency that has led to the creation of mental wellbeing support organisations who will be crucial for the Channel moving forwards.”
Channel efforts
Companies across the Channel have put in place a variety of initiatives to support the mental health of their employees. Howson, from Evolve IP, discussed what his organisation is doing. He said, “We have our own internal mental health day at Evolve IP, which this year takes place in the autumn. All the team come together. Last year, we had a counsellor come in and this time we have set up a physical challenge about keeping active.
“There will be individual targets as part of a wider company challenge to complete a certain amount of miles. We also have mental health first aiders across the company who are trained and easily contactable.”
Jola’s Howlett said, “We offer all employees free access to 24/7 confidential, professional support. We promote physical and mental wellbeing, providing digital content such as workout videos, meditation and soothing sleep apps via a Jola portal.
“We reward individuals with free treats when they hit their weekly steps target via our private healthcare app. We encourage our managers to speak to their staff about mental health and look out for changes in behaviour. We try to encourage a good work life balance, healthy eating and getting enough sleep, even if we don’t always manage it ourselves!
“I am sure there is a lot more we could be doing and I would be interested to learn more about what has worked well for other companies and how they use mental health first aiders.”
Additional resources
It can also be beneficial for channel companies to work with organisations that are experts in mental health. Brooks-Barnes, from PXC, explained her organisation partnered with a mental wellbeing provider, MYNDUP, that provides “holistic support for the many dimensions that underpin wellbeing”.
She said, “Their mission is to help businesses action their wellbeing strategies by providing proactive support to employees. MYNDUP offers an extensive resource library authored by qualified experts to help individuals manage their mental wellbeing themselves. They also offer one-to-one support with qualified coaches, counsellors and therapists – an element that has helped me manage my priorities upon my return to work.”
Crucially, channel companies must connect the dots between that external expertise and internal buy-in from stakeholders across the business.
Brooks-Barnes added, “This support [from MYNDUP], and the support from our leadership team, is helping individuals within our organisation stay committed and focused to ensure both professional and personal responsibilities are met.”
When asked what resources are available to organisations looking to better support their employees, Howson, from Evolve IP, said, “I think there are many internal and external resources available to support employees. It’s about choosing the right mix for individual companies based on their needs. That could be adopting best practices so people know where to go to find help. Or there could be third party support too from specific experts.
Beyond the Channel
Resellers, MSPs, distributors and wholesalers can also look outside the Channel for ideas that are working in other organisations.
Alison King, managing director, Bespoke HR, discussed the importance of underpinning efforts with a strategy. She explained, “For businesses truly looking to support their employees’ mental health, a wellbeing strategy is ideal. This should cover all aspects of wellbeing – from psychological to physical and financial. Ideally it would provide details of where staff can get immediate support and training, as well as longer term ideas to help your people thrive at work.”
Mental health first aid training, as mentioned by Jola and Evolve IP, is one idea that is picking up momentum. King explained this can be a “great way to equip your managers with the knowledge and tools they need to support colleagues experiencing issues”.
She added, “Having trained employees in-house creates a supportive and understanding working environment, which can lead to reduced absenteeism, increased productivity and improved overall morale. It can also help to break down stigmas around mental health, creating a more inclusive company culture.”
In terms of additional resources that are available to employers, King pointed to the mental health charity Mind as a vital organisation that can provide “free wellness action plans, guides for managers and booklets on supporting staff”.
Employee Assistance Programmes (EAPs) can also be used to provide access to confidential support services that address a wide range of personal and work-related issues.
King also discussed other ideas she that have been effective in other sectors. She explained, “Our hospitality and retail clients are great at leading the way when it comes to wellbeing, in an industry where burnout and stress is a huge issue. Alongside offering EAPs and benefits to staff, there are also initiatives like monthly visits from therapists – such as barbers or massage therapists – to give staff a treat.
“In other industries, we’ve seen simple ideas pop up like lunchtime walkabouts. This is where a group meets in the afternoon to pound the streets whilst getting some fresh air, sunshine and chat. Within our own business, where we have 16 employees, we offer staff free lunches every day, which are healthy and driven by their requests.”
There is no one way to build a better working environment for every single person working in the Channel. But we can all look out for each other and, if we are in a position to change things for our own organisation, we can take onboard ideas that are working and build forward together.
This feature was included in our October 2024 print issue. You can read the magazine in full here.