Introduction to the program /
[You have subscribed to receive the online series of Leader email templates for Managing Mental Health Matters (MMHM). Suggested content for the first email that you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
I am committed to helping fulfill our responsibility to contribute to a psychologically healthy and safe workplace. Part of our approach will focus on education and awareness of managing workplace mental health issues.
Every few weeks I will send you a new link to one episode of Managing Mental Health Matters (MMHM). This video and story-based program focuses on helping us learn to more effectively recognize and manage mental health-related issues in the workplace, such as return to work, accommodation, performance management, conflict resolution and our own responses to each of these situations.
This week, I'd like to get things started by asking you to do a pre-evaluation. It will help us measure how comfortable we are today with managing mental health issues in the workplace. I encourage you to answer the questions as honestly as possible. This will help to establish a starting point for measurement.. Please send a copy of the completed pre-evaluation to me by [Date] and keep a copy for your records.
There's no need to do anything else right now. Watch for my email in the coming days that will have the subject line: Managing Mental Health Matters: Introduction.
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Introduction to MMHM /
[You have subscribed to receive the online series of Supervisors' email templates for Managing Mental Health Matters (MMHM). The suggested content for the next email that you could send to your management team is below. This EMAIL should be sent out a few days after Managing Mental Health Matters - Email 1: Introduction to the program series. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
Previously, I emailed you about contributing to a psychologically healthy and safe workplace. Part of our approach for this year will focus on education and awareness of workplace mental health issues.
This is the first in a series of links to episodes that I’ll send you for the program. You'll be following John, a new manager, through the process of his introduction to his new job that includes learning the principles and practicalities of effectively managing issues related to the mental health of some of his employees.
Each episode can be completed at your convenience over several weeks. I will also complete each episode, and I look forward to meeting with you to discuss what we've learned and its application in our unique work environment.
Please take a few minutes of your time to review the Introduction and start thinking about any challenges you might have experienced at work or have seen within your work team. In the coming days, I'll be sending you an email with guidelines to get started on the first episode.
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Emotions - what you can do /
[You have subscribed to receive the online series of Supervisors' email templates for Managing Mental Health Matters (MMHM). The suggested content for the next email that you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
Part of our approach to contributing to a psychologically healthy and safe workplace will focus on education and awareness of workplace mental health issues and, in particular, helping us learn to more effectively recognize and manage mental health-related issues in the workplace.
This is an invitation for you to start the episode - Managing Emotions. This episode was developed with an understanding that dealing with distressed employees may be one of the biggest challenges that you can face, especially when it is in addition to the full range of regular tasks you are required to manage on a daily basis. There are strategies that can be used to reduce your own stress, while positively impacting the stress levels and well-being of your team.
This episode has three main sections and, for now, I'd like you to do the skills assessment and then review the video modules.
Please have your review of these two sections completed by [add date approx. 10 - 15 days from this EMAIL] so that we can continue to move through the program. Around that time I'll send you an email to complete the next section of this episode under the subject line: Managing Mental Health Matters: Managing Emotions – Four skill areas.
Thank-you,
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Emotions – four skill areas /
This EMAIL should be sent out approximately two weeks after Managing Mental Health Matters - Email 1: Managing Emotions - what you can do. [The suggested content for the next email that you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
I'm hoping that you've completed the first part of the Managing Emotions episode and are ready to move on to the final part of this section, Managing Emotions – Four skill areas. This section provides key information, including strategies and exercises that are structured around the following skill areas: Dealing with Other People's Negative Emotions and Reactions, Communicating Effectively, Understanding Your Reactions and Managing Your Reactions.
I'd like you to explore the resources in this section and write out an action plan for improving emotional intelligence as it pertains to your job. To arrive at this, you could choose to do some of the activities or read some of the resources included along the right-hand side of the web page. In your action plan, I'd also like you to think about how we can measure success of any of the goals you set. I'd like to establish this process as part of an ongoing skill development effort that we'll revisit each year.
Please have your review and action completed by [add date approx. 10 - 15 days from this EMAIL]. After that time, I'll send you a meeting request so that we can get together [as a team OR individually] to discuss your plan and do some exercises together to evaluate what we've learned. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.]
Watch for my next email that will come to you with the subject: Managing Mental Health Matters: Managing Emotions – Next steps.
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Emotions series – next steps /
To be sent out approximately two weeks after EMAIL Managing Mental Health Matters - Email 2: Managing Emotions - four key areas. [The suggested content for the next email you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THE GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
I hope you have now completed your review of the first episode of Managing Mental Health Matters – Managing Emotions.
We can begin to measure our success if we now have strategies for:
- Engaging in non-judgmental, active and reflective listening to better understand what an employee is trying to communicate and why.
- Responding more effectively to employees who are distressed or, at minimum, avoiding reactions that make a situation worse.
- Understanding common barriers to responding effectively to emotionally distressed employees (e.g., uncertainty about what to say or do, lack of clarity about appropriate role, lack of organizational support).
- Providing and receiving negative feedback in a constructive and respectful manner.
- Resolving emotionally charged disagreements between and with employees.
- Understanding how to more effectively manage the emotional dynamics of a team or group.
- Understanding how what managers say and do may affect employees' reactions, and how workers' reactions may impact managers.
To make this a continual learning process, I'd like us to get together [as a team OR individually] on [Date] to review the action plans you've created, do some exercises, evaluate what we've learned and set some goals to address any issues. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.]
I would also like you to consider your thoughts or ideas for each of the following questions and come to the session prepared to discuss:
- What should be our process to develop emotional intelligence in managers?
- What should be the expectation or threshold for emotional intelligence?
- How should we measure the outcomes related to emotional intelligence and how should this impact performance reviews?
- How do you cope at times of emotional distress or pressure?
In order to have the opportunity to offer your perspectives and benefit fully from this learning opportunity, your presence is required at this meeting. I look forward to our time together,
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Accommodation – what you can do /
[Suggested content for the next Managing Mental Health Matters (MMHM) email that you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
In this episode, we'll look at how important it is to be aware of what may be necessary or prudent when providing workplace accommodations. When developing or implementing accommodations with employees, we need to understand what is acceptable regarding approach, attitude and language.
Please view and complete all of the exercises within the videos for Managing Accommodation by [10-15 days from date of email]. This includes the videos and related information, as well as the episode quiz. I'll send you a meeting request so that we can get together [as a team OR individually] to do some exercises to evaluate what we've learned. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.]
Watch for my next email that will come to you with the subject: Managing Mental Health Matters: Workplace Accommodation – Next steps.
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Accommodation – next steps /
To be sent approximately two weeks after EMAIL Managing Mental Health Matters - Email 1: Managing Accommodation - what you can do. [Suggested content for the next Managing Mental Health Matters (MMHM) email that you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
I hope you now have completed your review of the second episode of Managing Mental Health Matters – Managing Accommodation.
We can begin to measure our success if we now have strategies to:
- Stay calm and focused on the workplace situation rather than on the personal characteristics of the employee.
- Respect the employee's right to privacy, as well as his or her right to disclose and discuss his or her mental illness at work.
- Differentiate between appropriate and inappropriate questions when speaking with an employee about mental health issues in the workplace.
- Be aware of the various possible accommodation strategies for employees experiencing a mental health issue in the workplace.
- Engage employees in developing the accommodation plan to allow for their commitment to its success.
I'd like for us to get together [as a team OR individually] on [Date] for the purpose of evaluating our learning, setting goals and measurements, and determining any issues we need to address in our unique workplace. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.]
I would also like you to consider your thoughts or ideas for each of the following questions and come to the session prepared to discuss:
- How will you approach an individual when you think a mental health-related accommodation may be needed?
- What will be your process to develop an accommodation plan for your employee and who is involved from our organization?
- Who can you share personal information about your employee with?
- How will you monitor an ongoing accommodation plan?
- How will you respond to an employee in crisis?
- How will we measure the success of an accommodation?
I look forward to our time together,
[YOUR EMAIL SIGNATURE]
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The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Performance – what you can do /
[Suggested content for the next Managing Mental Health Matters (MMHM) email that you could to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hi there,
Addressing performance issues with an employee can be uncomfortable and even stressful for some managers at the best of times. This can particularly be the case when the employee is experiencing emotional distress.
Please view and complete all of the exercises within the videos for Managing Performance by [10-15 days from date of email]. This includes the videos, as well as the episode quiz.
I'll send you a meeting request so that we can get together [as a team OR individually] to do some exercises to evaluate what we've learned and to sets some goals. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.]
Thank-you,
[YOUR EMAIL SIGNATURE]
*********************************************************************
The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message.
60 Osborne Street North Winnipeg, Manitoba R3C 1V3
Managing Performance – manager's checklist /
To be sent approximately two weeks after EMAIL Managing Mental Health Matters - Email 1: Managing Performance - what you can do. [Suggested content for the next Managing Mental Health Matters (MMHM) email that you could send to your management team is below. Refer to the MMHM Leader's Guide for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.]
Hello,
Continuing on our review and completion of the third episode of our mental health in the workplace program, I would like you to complete the attached Manager's checklist. This checklist has been developed by Dr. Martin Shain, a leading expert in psychological health and safety at work. Completing this evaluation is primarily for your own benefit and consideration, but I am happy to review it when we meet to look at what this episode has taught us and to assess our next steps in implementing performance management practices that consider the mental health needs of our team.