Our related Courses

January is a tough month for many; the combination of dreary weather, failing New Year’s resolutions, the post-Christmas diet and the financial worries of trying to stretch that early December paycheck to the end of January – there’s no shortage of reasons why people might feel down and lack motivation this month.

It’s no surprise then that January is also the UK’s peak time for sickness absence and stress in the workplace, meaning that staff morale and general productivity will be at an all-time low.

Whilst there is no simple answer or a one-size fits all solution to help your staff beat the blues this January, employers can consider small actions to help improve staff wellbeing and positivity which can benefit both employees and businesses alike.

Focus on employee engagement

Communication and involvement are key to making employees feel like they are an important part of the organisation. If they don’t understand what the business is trying to achieve this year or they don’t feel valued themselves, why would they feel motivated or inspired to work hard all year round?

Take time to discuss personal and professional plans for the year and help to set some achievable goals to help drive motivation.

Recognise the successes of the previous year

Recognising the successes of 2022 is a great way to keep your employees motivated throughout January.

More frequent employee feedback and praise as and when appropriate can also help people feel appreciated and valued. If a staff member does a good job, tell them, if they are always performing at a consistently high level, acknowledge this to ensure they know that their efforts are not overlooked but are seen and appreciated.

Practice sensitivity

We are all individuals and what works for one person may not work for another. The reasons why a person may be feeling down, disengaged or fed up will also differ. Some may have more deep-rooted reasons behind their behaviour and/or feelings.

Try and spot signs that someone is unhappy and talk to them about it. Ask if there is anything that can be done to provide support and assistance. If they don’t want to talk about it, don’t push the point. However, look to revisit the conversation again later to see if there is an opportunity to help. In the meantime, make them aware of any employee assistance programmes you may have in place, where they can discuss issues in confidence.

If you feel that a person has more substantial issues than just feeling a bit fed up because it’s January, signpost them to mental health first aiders or external support and counselling services. Depending on the situation, reasonable adjustments may need to be considered and specific advice should be taken on how best to manage and support these individuals on a case-by-case basis.

Lead by example

Just as negativity within a team can spread, so can positivity.

Even if managers business leaders don’t feel entirely upbeat themselves, if they communicate positive messages to their teams, praise and give positive feedback to individuals, this can help their workforce to feel more positive and that, in turn, may assist leaders in feeling more positive also.

Small gestures reap big rewards

Ask employees what changes can be made to help them through January – for some this may be additional team engagement (especially if staff are working remotely), for others it may be biscuits or healthy snacks in the break room, or a care package to remote workers.

The changes need not necessarily be high financial value, but they could result in large gains in productivity, employee engagement and a better, more positive working environment for all.

Encourage a healthy lifestyle and regular exercise

During the dark winter months, it’s not always easy to see daylight during the working day which can be detrimental to a person’s health and wellbeing. Encouraging staff take regular breaks away from their desks and getting out in the fresh air at lunchtime to see natural daylight, can prevent energy levels from slumping and help stabilise mood boosting hormones.

Plan for time off

There is no better way to lift the January blues than booking a holiday in a sunnier climate. Employers should ensure that holiday calendars are up and running and employees are clear of their remaining holiday entitlements for the year ahead and whether carrying over of untaken holiday from the previous year is permitted under your policy.  A simple reminder of your holiday request procedure, together with any restrictions on taking holidays during peak times such as the school holiday period, should help prompt staff in the midst of winter to look forward to better and more warmer things to come.

Whilst the above measures can minimise the prospect of employees feeling the January Blues at work, it is important to recognise that mental health is an issue that employers should be supporting all year round. The HSE recently revealed that 30.8 million working days were lost to work related ill health in 2021/22, showing that stress, depression and anxiety is far from being confined to January.

Anyone can experience mental health difficulties at any stage of their life. Historically mental health has been something that many people don’t feel able to openly acknowledge or discuss, which means problems all too often don’t get resolved and only escalate.

Our wellbeing training courses aim to change that by giving staff a practical understanding of mental health, anxiety and depression and stress awareness. Equally as importantly, though, they provide them with guidance on how they can help colleagues with their wellbeing and create an inclusive and supportive workplace culture.

Courses include:


To view our full range of wellbeing courses, click here.

Our related Courses

International Fraud Awareness Week occurs globally in the third week of November. This year, the event takes place from November 13–November 19. The aim is to raise awareness of fraud through fraud prevention campaigns and education.

Two in three UK companies (64%) say they have experienced fraud or economic crime in the last two years, according to figures from PwC’s latest Global Economic Crime Survey 2022. This is above the global average for this year (46%), as well as being higher than the last time the survey was conducted in 2020 (56%).

Of the types of fraud reported, cybercrime was the most frequent with almost a third (32%) experiencing a cyber breach, although this is less than the number of those who fell victim to cybercrime in the 2020 survey (42%). Supply chain fraud, included for the first time in the survey accounted for almost a fifth of respondents (19%).

The cost-of-living crisis is causing a surge in fraud attempts

It’s been widely reported that the cost-of-living crisis is having a huge impact on fraud in the UK, with trends as phishing attacks – when perpetrators attempt to trick users into clicking a bad link – targeting those in difficult financial situations. In fact, according to Citizens Advice, more than 40m people have been targeted by scammers this year – a 14% increase compared to last year.

The types of messages being sent by email and text include the promise of energy and council tax rebates or encouraging people to apply for a ‘cost of living payment’, mimicking genuine government support packages.

In the two weeks to 5 August, more than 1,500 reports were made to the suspicious emails reporting service (SERS), run by the National Cyber Security Centre, about scam emails pretending to be legitimate energy rebates from Ofgem, the energy regulator.

But energy fraud isn’t the only threat to face UK businesses. Cifas, the UK’s Fraud prevention community, reported that as a result of the cost of living crisis, some industries are facing significant challenges with rising costs causing a surge in fraud.

Examples include the motor finance sector which has been particularly hard hit, seeing a 13% increase in fraud in the first nine months of 2022, compared with the same period in 2021. With inflation at a 40-year high, individuals may look to alter or provide false bank statements or wage slips to inflate their income to appear more credit worthy. This type of application fraud has risen by 16% within the motor finance sector and now accounts for almost half of all motor finance cases.

The impact of fraud on businesses

As a result of fraud, organisations can suffer in more ways than just financially. Fraud can be seriously detrimental to a business and its employees.

Fraud can lead to:

  • Lost resources
  • Reduced productivity
  • Diminished morale
  • Wasted time and money investments into investigation
  • Punishment and remediation
  • Reputational damage

Which in turn, creates a rippling effect for employees too and can lead to reduced salaries and bonuses, potential redundancies, enhanced disciplinary procedures, a decline in morale and a general lack of trust in the organisation.

It’s clear that organisations are now more at risk from fraud than they have ever been – whether financial fraud, investment scams, blood donation phishing or CV fraud – the challenges to protect themselves and their customers have never been greater.

Prevention is key to tackling fraud

At DeltaNet, we conducted our own research into Google’s online search habits over the last four years and found that there has been a 70% increase in the demand for fraud awareness training for employees. This data is encouraging and suggests that businesses are recognising the need to act and educate their employees on the threats and effects of fraud on an organisation.

All staff are accountable for detecting fraud and protecting the organisation from its consequences. Through training and education employees can learn about the dire consequences of fraudulent activities, how to detect and prevent fraud as well as how to report it.

Get your free trial of our fraud awareness courses

In support of International Fraud Awareness Week, we’re inviting employers to take advantage of a 7-day free trial of our fraud awareness eLearning courses.

The courses, which each take between 5 to 20 minutes to complete, include:

  • False invoicing
  • Fraud awareness
  • Tackling Tax evasion
  • Fraud detection and reporting
  • …and more.

 To access your free trial, click here.

We are providing access to nine of our leading stress and mental health wellbeing courses free for International Stress Awareness Week, taking place from 7th to 11th November.

In support of the week, led by The International Stress Management Association charity (ISMAUK), DeltaNet is helping workplaces increase the level of training offered to employees and management.

The courses which will be opened up free of charge to businesses for one week are:

  • Managers Toolbox Talk – Identifying stress in your team
  • Managing stress in your team
  • Managing stress in your team challenge
  • Recognising anxiety and depression
  • Managing your personal stress
  • Managing personal stress challenge
  • Take 5 – Identifying stress in your team
  • Supporting your colleagues’ mental health
  • Spotting mental health red flags

Data from DeltaNet International shows that investment in stress management eLearning is increasing. It has seen a 44% increase from 2020 to 2021 for its stress management course for individual employees and a 150% increase in registrations for its course for managers – ‘Managing stress in your team’ – during the same period.

The World Health Organisation (WHO) also recently released a new set of evidence-based guidelines to protect and promote mental health in the workplace. Launched globally on 28th September, two of its 12 guidelines are to train employees and managers to build their capacity to prevent stressful work environments and respond to workers in distress. Since then, DeltaNet has seen a 71% increase in its ‘managing your personal stress’ course for workers, indicating that both businesses and individuals are taking the advice on board.

Chris Chappell, Head of Content at DeltaNet International, said: “We want to encourage businesses to expand on the level of training they provide for stress and mental health issues in the workplace. However, businesses should treat it the same way they implement the ‘traditional’ mandatory health and safety training we incorporate as the norm.

“Each course only takes five to 20 minutes on average to complete. We recognise that finding time for staff training is difficult, so we make our courses easy to access and efficient, yet highly valuable, so teams can get the most out of them without impacting business outputs and its other priorities.”

The WHO’s report to support its new guidelines found that poor working environments, including; discrimination and inequality, excessive workloads, low job control and job insecurity, pose a risk to mental health. It also warned that risks to mental health, or psychosocial risks, can be through job content, work schedules or workplace characteristics.

Chris Chappell added: “There are so many factors to consider when ensuring the workplace is conducive to good mental health. First, we must educate workers and managers on what these are from; unsocial or inflexible hours to organisational culture, unclear job roles, job insecurity and conflicting demands. All of these and more have a significant impact upon a person’s mental wellbeing.”

To receive free 7-day access to the courses, sign up here before midnight on 11th November 2022.

With the pandemic continuing and Covid-19 cases still on the rise with the latest variant, it may seem that January blues are underway. However, organisations must avoid letting this get employees down and instead use January as an opportunity to kick start and make way for a year of prioritising good mental health and wellbeing.

Here are five ways organisations can provide support to employees:

1 – Effective Management

Strong leadership skills and good line management is essential in supporting employee wellbeing. Don’t drop short deadlines on colleagues. Instead, work with them to solve problems so employees don’t feel completely stressed out but remain in control. While it’s clear the country is facing a significant skills shortage and employees across industries are making moves due to The Great Resignation, it’s vital organisations keep up with recruitment. Keep internal processes moving quickly, so teams aren’t severely understaffed and overstretched, putting additional pressure on employees. This process will help to mitigate stress and burnout.

2 – Build awareness for self-awareness

One of the prime issues leaders face is not recognising when an employee is struggling with mental health. Educating employees to spot tell-tale signs in their colleagues, but also when they need the help themselves, encourages them to communicate these worries with their manager or a colleague. Make it clear that it’s OK not to be OK. Organisations must build an openculture in the workplace where employees feel comfortable to voice their concerns to management and have an open-door policy. This allows employees to talk to someone not just about their work – but also their wellbeing.

3 – Provide support mechanisms

Creating a solid network of support mechanisms is critical to building a wellbeing culture in the organisation. Employees should have access to the support they need internally or externally to improve their mental health. This not only includes being able to speak to managers, HR or colleagues but also access to mental health apps or possibly private healthcare. This will enable employees to speak to professionals and get the appropriate support or guidance they require when they need it most.

4 – Promote wellbeing training

Training business leaders and employees on how to look after their own and their colleagues’ mental health, spotting the signs of stress, and learning how to manage stress are fundamental to improving overall wellbeing. Line managers can only help improve their employees’ mental health if they recognise the red flags. Having good wellbeing isn’t just confined to mental health – it also involves having an overall healthy lifestyle, including exercise, sleep and diet – and avoiding harmful substances such as alcohol, drugs and cigarettes. Educating employees on the importance of going to sleep at a good time and not staying up until 2 am binging Netflix shows – is also critical to supporting their health and wellbeing ready for their work the next day.

5 – Foster a wellbeing culture

Building an organisational culture around wellbeing is vital to ensuring staff feel supported and recognise that they can reach out to someone in their team if they are struggling. Building a wellbeing charter, where employees understand that they can work flexibly, have support to deal with stress, get professional help, or just a helpful ear can make a world of difference. Whilst it’s not easy for anyone to admit they need extra help, fostering a culture where managers and colleagues regularly check in on each other will make employees feel more comfortable to voice their concerns.

To find out more about improving mental health and wellbeing training in your organisation, try a free demo of our wellbeing collection of courses.

DeltaNet International has revealed that there has been a significant jump in users taking courses in managing stress since the start of the pandemic. Following almost two years of a global pandemic, DeltaNet has analysed its learners to understand how organisations have prioritised stress management in the workplace.

Recent reports by Randstad UK highlighted that 69% of employees feel confident about moving to a new role in the next few months, with staff burnout being one of the predominant factors. According to DeltaNet’s analysis, it found a 33.4% increase in its ‘Managing Your Personal Stress‘ training course in 2021 compared to 2020, and a 40.4% increase in its ‘Managing Stress in Your Team‘ training course in 2021 compared to 2020.

“It’s great to see that organisations are increasingly supporting their employees with stress management training; however, support does not just stop there. Understanding and knowing how to spot the signs of stress is just the first step. Providing additional support with one-on-one discussions, encouraging staff to take a walk every day and teaching employees to take up mindfulness activities such as Yoga is important,” highlights Darren Hockley, Managing Director at DeltaNet International.

“Unhealthy stress leads to employee burnout, which is bad news. Organisations need to understand the reasons why employees feel stressed. Is it due to the workload? Is it due to the team being understaffed? Is it due to time management or deadline issues? Or is it simply due to the ongoing effects of the pandemic and personal worries?

“Business leaders must make it their priority to support their staff through these issues. Employees who don’t receive any support will soon feel that their organisation and line managers don’t care enough about them. Remember to treat employees as people – they are not just another number. Everyone has feelings, and the minute staff feel they are being overlooked or unsupported, especially with stress and mental health, is the quicker they will look for that support elsewhere.”

*Data analysed is for the Stress Management courses between Jan – Dec 2020 and Jan – October 2021.

According to the NHS, adults should do one type of physical activity every day. Adults should aim to do at least 150 minutes of moderate-intensity exercise a week or 75 minutes of vigorous-intensity activity a week. Adults should also spread exercise evenly over 4-5 days a week or every day, reduce time spent sitting or lying down, and break up long periods of not moving with some activity.

Spending prolonged periods sitting down during the day isn’t good for your health, yet, with many of us having desk-based roles, 7-8 hours a day disappear sitting just at work. Unfortunately, with the average person spending 12 hours a day sitting down, physical inactivity is the fourth leading risk factor for global mortality. So, exercising moderately to vigorously during the week is critical to combat ‘sitting disease’.

Exercise can be a love-hate relationship for many people. Even though it can be hard to motivate yourself to go for a walk or run (especially when it’s cold and raining), regular physical activity does reduce your risk of various health conditions such as obesity, heart disease, depression, and dementia.

Since the start of the pandemic, lots of people have been working remotely, reducing their chances of exercising on the commute to work, e.g., walking, cycling. So, it’s necessary to consider how much exercise you actually do during the day.

A great way to monitor your activity is by using a wearable fitness tracker. Wearable fitness trackers not only count your steps but can measure heart rate and track if you’re doing a vigorous workout such as running.

Benefits of exercising

One of the advantages of exercising is that it boosts our ability to fight infections. Through working out, we encourage blood to circulate our body, which improves oxygen intake.

Being regularly physically active can help your general physical health. It:

  • Supports stronger bones, muscles and joints
  • Manages weight better
  • Lowers blood cholesterol levels
  • Lowers blood pressure
  • Reduces risk of a heart attack
  • Lowers the risk of type 2 diabetes and some cancers
  • Feels better, with more energy and healthier sleep

Exercise can help improve mental health:

  • It increases hormones linked to happiness, such as endorphins and serotonin.
  • Even low-intensity exercise can significantly reduce the symptoms of depression by boosting the production of a hormone called norepinephrine.

Types of exercise

Taking part in daily exercise is vital for a healthy lifestyle and choosing a physical activity that raises your heart rate is ideal. However, it’s important to remember that whichever type of exercise you do is good for you. It doesn’t matter if you can’t run, but if you prefer to do Yoga or Pilates because you enjoy it, then do it. The important thing is you do what works for you. Exercise is not a one size fits all. Small amounts of exercise each day, even if that’s a leisurely walk, can be a great place to start to improve your physical and mental health.

With moderate exercise, most people need between 150 and 300 minutes of it per week. This includes:

  • Brisk walking until you can’t talk without being out of breath
  • Cycling at a leisurely pace
  • Dancing until you sweat
  • Hiking
  • Swimming at a leisurely pace

With vigorous exercise, you should generally aim for between 75 and 150 minutes of it per week. This includes:

  • Running
  • Martial arts
  • Aerobics
  • Skipping with a rope
  • Swimming at a fast pace

When it comes to reaching your weekly targets for fitness, remember that the more vigorous the activity you do, the less time you will need to spend doing it each week. If you try fast-paced sports with friends such as football or netball, you will notice your speed slowly start to improve as your fitness gets better. However, doing a mix of both moderate and vigorous activities during the week is an easier way to ensure you hit your exercise targets, meaning you’re less likely to burn out.

Start exercising

Before you start thinking about what exercise routine you’d like to do during the week, ensure you check any health conditions you have with your doctor to ensure you don’t take part in anything you shouldn’t be doing, e.g., further damaging your back.

Make a list of activities you’d like to participate in and figure out if they are moderate or vigorous activities, so you can get a rough understanding of how long you’d need to spend doing each activity each week to hit your weekly target. If you’re considering doing brisk walking, as it’s a moderate activity, you will need to do a minimum of 150 mins a week. So, if you spread this out across five days, that’s simply 30 mins a day. The next step is then to find a time that works for you to fit in your exercise. 30 mins of brisk walking a day could be done before work, during your lunch break, or even after your evening dinner.

Time poor

One of the biggest challenges many people face is finding the time and effort to fit exercise into their daily routine. However, when you know the benefits of exercising, treating it as a priority becomes invaluable. If you’re able to, perhaps try a vigorous activity as you only need to do a minimum of 75 mins to hit your weekly target. Doing two x 40 mins vigorous workout such as running, or aerobics is all you need.

Who says exercising is expensive?

Not everyone can afford to pay for a gym membership, especially when you struggle to find the time during the week to go. Throughout the lockdown, people across the country found innovative ways to exercise at home. You can go for a walk, run, watch a YouTube video or join online classes for aerobics, Zumba or yoga.

Exercise with a friend

When people quit exercising, lacking the motivation to do it or finding the activity boring tend to be the reason. Well, try exercising with a friend or family member, or doing a group sport such as football where your presence is required. Working out with somebody else makes the activity more enjoyable, and you can also encourage each other to do it.

If you’re interested in improving your healthy lifestyle through exercise, then look at our latest course as well as the rest of our wellbeing collection to improve how you and your employees feel.

Work-related stress can lead to many health problems. It is one of the leading causes of absence from work and long-term sick leave for employees. When our stress is allowed to continue unchecked, it can lead to depression and anxiety, which can have devastating effects. According to HSE’s Labour Force Survey, 17.9 million working days were lost due to work-related stress, depression, or anxiety in 2019/2020, this equated to an average of 21.6 days lost per person suffering.

Controlling work-related stress is a shared responsibility between employers and employees themselves. It can help employees cope if they know how to recognise the signs of stress in themselves and the steps they can take to control it.

What is stress?

HSE defines stress as ‘the adverse reaction people have to excessive pressures or other types of demand placed on them’. Employees feel stress when they can’t cope with pressures and other issues.

Symptoms of stress

Everyone experiences stress differently, but when it starts to affect your health and wellbeing, you must learn how to manage it.

  • Feelings of constant worry or anxiety
  • Feelings of being overwhelmed
  • Difficulty concentrating
  • Mood swings or changes in your mood
  • Irritability or having a short temper
  • Difficulty relaxing
  • Depression
  • Low self-esteem
  • Eating more or less than usual
  • Changes in your sleeping habits
  • Using alcohol, tobacco or illegal drugs to relax
  • Aches and pains, particularly muscle tension
  • Diarrhoea and constipation
  • Feelings of nausea or dizziness
  • Loss of sex drive

Here are some ways you can manage personal stress:

1 – Understand the root cause of stress

Stop and think about the real reason why you feel stressed. Do you have little time to complete a project ahead of a deadline? Was this passed onto you with little to short notice? Then there are two issues here: one is time management – feeling stressed because you know it might be difficult to complete the task within the deadline, and the second is communication – being given a task to complete within an unrealistic timeframe and at short notice with no prior heads-up.

2 – Reduce unnecessary stress

  • Learn to say no

We often want to be ‘yes’ people both professionally and personally because it’s human nature to want to be liked or help one another. But you can only bite off as much as you can chew. Understand how much time a task will take and whether the workload is feasible. If not, simply say you won’t be able to do it within that given timeframe and ask for an extension or find out if somebody else on the team has the availability to do it instead.

  • Review your to-do list

If you have too much on, work with your line manager to review your to-do list. Analyse your deadlines and how long each task will take and prioritise them in order of urgency.

  • Learn to control the situation

Figure out if you can reduce the stress in a particular situation. For example, if you constantly get stuck in traffic and worry about getting to work on time, then work backwards. Wake up earlier to make sure you leave the house earlier, allowing time for any traffic on the journey and still making it to work on time.

3 – Develop your coping strategies

  • Exercise

Regularly exercising, even just going for a walk, is a great way to relax your body and take your mind off things. Allowing oxygen to flow into your body will help improve your mood.

  • Relax your muscles

When you’re stressed, it’s normal for muscles to tense up, leading to aches and pains. Consider loosening up the muscles by doing yoga (stretching muscles), having a massage, or even relaxing in a hot bath.

  • Deep breathing exercises

When you suffer from stress or even anxiety attacks, deep breathing exercises work well to help reduce the tension and improve the mood. Try playing mindfulness music in the background and learn to take slow deep breaths in and out.

  • Eat healthier

Eating a well-balanced diet should be a staple requirement in our daily lives. Although we may enjoy indulging in fast food, as long as it’s not a regular occurrence, then it should be fine. Your meals should consist of a good variety of fruit and vegetables since eating better can help reduce stress. Your body will also feel better in itself; more alert and full of energy.

  • Take a break

Your body can only go so fast before it crashes. Schedule some regular breaks for your body to rest and be still. This can involve going for a slow walk in nature, reading a book in the park, or even doing yoga.

  • Make some time to do an activity

It’s important to schedule some ‘you’ time and take part in activities you enjoy to relieve stress. Try playing a team sport such as football or tennis, or release stress through a martial art such as kickboxing. It could even be a solo activity such as solving puzzles such as sudoku or doing some painting.

  • Talk to someone about your worries

One of the most important ways to manage and reduce your stress is by talking to someone. Often, by bottling in problems, they seem worse than they are, but talking to someone allows us to voice those concerns. Speak with someone you feel comfortable with, whether it’s a manager, a colleague, family, friends or seek professional help with a therapist.

While these are some ways to manage your stress, check out our course on Stress Management for Individuals and our Managing Personal Stress Challenge to help guide the way. Remember to remain positive, talk to someone and get professional help from a doctor if stress is causing constant issues and worries. Have a look at the rest of the courses offered in our wellbeing collection for other courses.

DeltaNet International, a global eLearning provider of compliance and performance management training solutions, has today announced the availability of its Mental Health and Wellbeing collection of eLearning courses. The collection is designed to help organisations support their workforce with mental health awareness training and is the latest addition to the Performance suite, with a comprehensive collection of 19 courses.

Taking a holistic approach to its wellbeing offering, DeltaNet International tackles the most common issues facing workers’ mental and physical wellbeing. Created with the support of industry experts, the Mental Health and Wellbeing collection is a complete suite featuring all the engaging wellbeing courses in one set, with regular updates and automatic access to new courses as they are released. Organisations that look to get up to speed with just a few courses, will also have the option to ‘pick and mix’ between the courses offered. The new list of courses include:

Healthy Lifestyle
Leading a healthy lifestyle is crucial to maximising an individual’s wellbeing. DeltaNet’s selection of Healthy Lifestyle courses are broken down into four simple categories to help the learner understand how to make healthier choices.

  • Sleep
  • Food
  • Drink
  • Exercise

Mental Health

Mental Health issues are common in the workplace, so recognising the signs of mental health is the first step in getting support. DeltaNet’s selection of Mental Health courses highlights the importance of creating a workplace culture that promotes mental health and how to recognise the common signs that an individual or a colleague may need support with.

  • Supporting Mental Health at Work
  • Recognising Anxiety and Depression
  • What is Mental Health?
  • Spotting Mental Health Red Flags
  • Supporting your Colleagues’ Mental Health

General Wellbeing

The General Wellbeing courses introduce learners to the main concepts of online wellbeing and how they can better manage their online activity to reduce its impact on their wellbeing. The course on Resilience is ideal for learners to understand how to maintain emotional wellbeing and workplace performance. Drug and Alcohol addiction is also a complex issue, the courses on Drug and Alcohol Awareness support individuals in identifying and tackling the behaviour.

  • Drug and Alcohol Awareness
  • Online Wellbeing
  • Resilience

These courses will add onto the following pre-existing courses that have been updated to reflect changes in society:

  • Preventing the Spread of Infection
  • Managing Your Personal Stress
  • Managing Stress in Your Team
  • Managing Personal Stress Challenge
  • Managing Stress in Your Team Challenge
  • Identifying Stress in Your Team
  • Remote Working

“Physical and mental health issues are critical in the workplace. If business leaders don’t take these issues seriously, then it will not just impact productivity, but also the workforce in its entirety,” says Darren Hockley, Managing Director at DeltaNet International. “We are excited to launch our Mental Health and Wellbeing collection as part of our Performance eLearning courses to better support organisations to benefit from a happier, more productive workforce. Addressing mental health issues is necessary, and employees recognise and appreciate the organisations that offer them that support.”

For more information on DeltaNet’s Mental Health and Wellbeing collection, please visit: https://www.delta-net.com/performance-management/wellbeing. For more information on DeltaNet’s performance eLearning suite, please visit: https://www.delta-net.com/performance-management.

Related Courses

According to Perkbox‘s UK workplace stress survey, in 2020, 79% of British adults commonly experience work-related stress, which is 20% higher than the findings in 2018. The most common causes of work-related stress included ‘work-related office politics’ (at 37%), then a ‘lack of interdepartmental communications’ (at 34%) and ‘the work and performance of others (at 33%). The research also revealed that 55% of respondents experience anxiety because of work stress, more than two-fifths (43%) lose sleep, and a third of respondents turn to comfort eating.
With stress having such a negative impact on employee’s physical and mental wellbeing, business leaders and team leaders must understand how to manage stress in their teams and find ways to alleviate that stress.
1 – Create a healthy wellness culture
When employees feel stressed it can cloud their judgement and affect their decision-making skills, as well as their creative ability. Organisations should create a culture that encourages good mental health and wellbeing. Managers should encourage staff to leave their desks during lunchtime and go for a walk to get some fresh air, as it helps to clear the mind. Organisations can also encourage healthy wellbeing by subsiding gym memberships, hosting (in-person or virtual) yoga or Zumba sessions or even team walking activities, aiming to hit 10,000 steps a day.
2 – Build a better working environment
Organisations should try to improve the atmosphere of the workspace because it’s no surprise that the working environment can impact a staff member’s stress or mental health. Business leaders can make small changes, e.g. if the office environment is genuinely dull, add some colour to the walls to brighten them up. Different and bright colours are known to lift moods, so add a splash of paint to the walls to improve the atmosphere. According to Erika Woelfel, a yellow hue is sure to brighten up your workspace because it infuses energy and optimism into a room to infuse creativity.
If painting walls might be a bit difficult, add some life into the office by getting your team some plants. Indoor plants are a great addition to creating a harmonious work environment as they emit oxygen, so why not try adding an Aloe Vera plant or a Snake plant to help reduce anxiety and stress? Although if you don’t have green fingers, fake plants can give the space a boost too. Make improvements to the work environment, such as organised desks and communal areas – all of which can add up to make an employee’s day less stressful.
3 – Have a flexible or hybrid working culture
Employees feel more responsible when they’re trusted to get on with their work when and where possible. This independence can help reduce stress levels in teams as employees can be more productive and happier working in a work environment that suits them. Research from Gartner revealed that 48% of employees are likely work remotely, at least part of the time after Covid-19.
Remember that employees have personal lives too so, sometimes this means allowing employees to work around their commitments such as school runs or family doctor appointments. Allow employees to work earlier or make up the time later in the day. This flexible approach can help them to become more productive and reduces stress about working around other commitments. Allowing people to work remotely can also help by removing the commute, as this can be a stressful activity trying to beat the traffic to get to work on time.
4 – Encourage company social activities
Employees can feel stressed when they’re trying to juggle their personal and work lives, trying to keep them separate. However, not talking about employees’ personal lives and understanding what’s going on creates barriers. To improve communications on the team, encourage company social activities such as going for a meal or a coffee together, or doing a team sport such as football.
Everyone has different personalities and commitments outside of work. So, getting to know each other in an informal setting can help cultivate these relationships. This way, managers can work with their employees to find any solutions to alleviate stress.
5 – Allow for quiet time
Employees can become disengaged or stressed if they have back-to-back meetings. Not only is this unproductive, but some meetings are not needed. Consider doing them over email or communication platforms such as Slack or MS Teams. Also, create dedicated slots where meetings aren’t allowed to take place, e.g. Wednesday afternoons. This quiet time can help employees to get in some focused time to get work done. Managers should work with their teams to understand where time is wasted and help them manage their workload to improve efficiency – overall, reducing their stress.
If budget allows, some large companies offer company benefits to help relieve stress, such as offer staff a head and neck massage or even days off due to staff burnout.
6 – Provide access to mental health and wellbeing services
Many organisations now provide access to external services such as healthcare or mental health apps to support employees. This allows employees to access virtual appointments with GPs, mental health services or wellbeing support such as nutrition.
Various factors can add up to stress for employees and having this on-demand access where employees can speak to a third-party confidentially over the phone and in personal time means more people are likely to make the most of this offer to reduce their stress.
7 – Provide training on stress management
Support staff with training that can help them pinpoint the reasons for their stress. This way, they can act on addressing it and feel much better about it. Organise activities to relieve stress, such as nature walks or playing with puppies to take their mind off things.
Stress can also be caused by poor time management and organisational skills, so if staff learn how to manage their time effectively and learn how to say no, or push back on deadlines, they are less likely to feel stressed. Managers must help staff manage their workload.
8 – Maintain transparency and encourage communication
Managers should keep team members updated about what’s going on in the business because leaving people out of the loop can create a disconnect and major “FOMO” (fear of missing out). Employees feel stressed about the future of their job security if senior management doesn’t communicate to the rest of the company what’s happening.
Maintain frequent communications with the team and share goals and values from the top-down – this will help them understand why their work is vital. But equally as important is to encourage communication both ways. Find out if an employee needs to care for an elderly member at home or drop their children off at school. It’s crucial to be respectful of one another and ensure everyone feels welcomed and recognised for their work. Communication is key to helping reducing stress in teams.
9 – Encourage plenty of sleep
While it’s tempting to stay up late to have a “Netflix binge”, it’s not healthy. Sleep deprivation is linked to lower productivity at work. In the UK alone, it costs the economy £40.2 billion in loss of productivity and a loss of 200,000 working days a year. Employees must get enough sleep since inadequate rest can adversely affect employee physical and mental health. This is also where stress and a lack of sleep feed into each other. Employees may be unable to sleep due to feeling stressed at work or inability to concentrate and likewise, they may be unable to feel productive at work due to sleep deprivation. It’s a never-ending cycle.
10 – Encourage staff to take breaks
It’s vital to take breaks away from work and mentally shut down your brain from work activity. According to a study by Spana, British employees feel the need to take a break every 43 days to avoid total burnout. The top tell-take signs of a holiday being due, include feeling stressed (56%) and finding mental wellbeing is starting to suffer (53%). Therefore, encourage staff to take a holiday – even if they don’t go away to another city, planned rest and recuperation time is necessary.
Hopefully, these tips can help you manage stress in your team. But, why not take our ‘Managing Stress in Your Team‘ course to further help understand how you can improve the wellbeing of your staff? Enquire with us today to book a free demo.

Related Courses