R U OK? 2021: Are they really OK? Ask them today.

R U OK? 2021: Are they really OK? Ask them today.

Do you know how the people in your world are really going? Life's ups and downs happen to all of us. So chances are someone you know might be struggling. Your genuine support can make a difference whatever they are facing, big or small. 

So don’t wait until someone’s visibly distressed or in crisis. Make a moment meaningful and ask them how they’re really going. Your conversation could change a life. 

For an R U OK? conversation to be meaningful, it must be authentic and involve a level of trust between people who know each other and are familiar with each other’s routines and behaviours. Building an R U OK? Culture can help establish that trust and increase a sense of belonging and connection in your workplace.

What are the benefits of building an R U OK? Workplace Culture?

• It supports your legal obligations - Under the Work Health and Safety Act 2011, employers must protect the mental and physical wellbeing of their employees. Building an R U OK? Culture can help you create a psychologically safe workplace.
• It's good for your organisation - Being known as a workplace that has a strong R U OK? Culture can help you become an employer of choice and benefit employee engagement and morale.
• It's the right thing to do - There is a strong human reason for creating an R U OK? Culture in your workplace. Friends (including those at work) are one of the most important sources of encouragement and support for good mental health.

What would an R U OK? culture look like in your workplace?

In an R U OK? culture all employees are encouraged to talk about the struggles they may be experiencing, will not be judged, feel psychologically safe, and are supported by management and peers as they work through those challenges.

The seven principles listed below are your guide to the values and behaviours of an R U OK? workplace culture.

1. We have programs and resources available to support employees who might be struggling so they can access the appropriate help for their recovery.
2. We actively manage circumstances we know can cause stress for our team members.
3. Our senior leadership team believes in and regularly promotes a supportive culture as being critical to long-term sustainability and success.
4. We endorse an R U OK? culture as integral to leadership development and we monitor its progress through engagement surveys.
5. We encourage and recognise those leaders and team members who support the implementation of an R U OK? Culture.
6. We have created a peer support program that develops and engages our R U OK? Workplace Champions.
7. We collect and share stories that demonstrate the power of conversation and peer support to inspire and encourage everyone in our workplace.

Ensuring the health and safety of the people within an organisation is one of the biggest responsibilities for business owners. Make the time to check your people are ok.

Republished from R U OK? www.ruok.org.au/work

Visit R U OK? who has released new resources to encourage more business leaders, owners and employees to build an R U OK? Culture in their workplace so that everyone feels safe, supported and encouraged. The resources, including the R U OK? Workplace Champions Guide, promote peer-to-peer support and regular meaningful conversations amongst colleagues in the workplace.