Company Culture
M
ake no mistake, working in events
is stressful, we all know it, and we
don’t need another survey to tell us that
this industry is a breeding ground for
mental health issues. But how prepared
are we at spotting if someone suffering,
often in silence and more importantly,
how do we act on the signs? It’s fair to
say many organisations are all over this
topic, but sadly, and it seems all too often,
these plans are mainly confined to the
ranks of HR and rarely are these plans and
policies shared departmentally. I sat down
with Heather Beach, managing director
of Healthy Work Company, to create a
simple guide to spotting the early signs of
stress.
Beach said: “The Events Industry
attracts people who thrive under a certain
amount of pressure. Many industries will
have demanding financial targets but
the unique aspect of being onsite, with
the highs and lows of success and failure
rammed into just two or three days; the
late nights and often little chance to
recover before embarking on the next
adrenaline fuelled event does take its toll.”
In today’s world, however, it is all too
easy for those plates we spin, at home or at
work to become too much for us.
Mentally
prepared
EN Editor Saul Leese caught
up with mental health expert
Heather Beach on spotting
the signs of mental distress
and how to act on them
Beach adds: “Whether that person
in your team is struggling because of
a genetic predisposition to anxiety, a
physical illness, a relationship breakdown,
or caring responsibilities combined with
the impossibility of switching off from
work – or whether it is the work itself
which is pushing them over the edge - as
businesses we deal with the fall out.
As someone’s manager you are in a
unique position to spot the early signs
that they are not coping. The right
approach can stave off the kind of disaster
which puts them at home for a long time,
and you with an empty post, unable to fill
it whilst they are off sick.”
Tell-tale signs of mental distress
The first rule of spotting the signs of
mental distress.
» » Know what is going on with your
people both inside work and, if they
are prepared to share, outside too.
» » Know what normal behaviour looks
like for them – because it is abnormal
behaviour (for them) which is the first
thing to look for.
» » Repeated sickness absence for any
reason.
Colds and flu, bad backs, gastric
problems – all of these can be linked
to poor mental health, stress and
unhappiness.
» » Presenteeism
When someone is the last to leave the
office, doesn’t take holidays, but is not
productive.
» » Emotional
Unusual displays of anger and
frustration or being withdrawn and
cynical. Using language which signifies
hopelessness.
» » Cognitive
Struggling to reach decisions or do
work they would normally find easy.
» » Physical
Gaining or losing significant amounts
of weight; difficulties sleeping,
increased dependence on alcohol
or smoking, not bothering about
appearance.
November — 43