Mental wellbeing, whose role is it anyway?

Sarwat Tasneem, who combines an architectural background with knowledge in behavioural alter, explores the growing function FMs must play within safeguarding employee wellbeing

By mid-October 2020, I had facilitated my 8th mental wellbeing training session with a fresh client in only six weeks online. Understandably a growth has been observed by the pandemic in experts seeking mental health assistance, however, the unique aspect for me of the call had been that six from the eight have been facilities managers. That which was very clear is that the stable stream of uncertainty through the pandemic has resulted in high levels of stress on FMs to keep track of not only the psychological wellbeing of employees time for the workplace but of those working at home.

When you consider that certain in 4 people in britain will experience a psychological health problem, that is no mean feat.


We understand the FM performs a critical part within the physical wellbeing and efficiency of employees. From the mental health viewpoint, when that is executed in a measured way, absenteeism and presenteeism drops.

Traditionally the duty of an FM may be the management of structures, for instance in optimising the power efficiency and overall performance of components and solutions. The excess practice and understanding of Health & Safety, where in fact the physical wellness risks that can influence the wellbeing of workers lie in elements such as for example fire precautions, quality of air, lighting, cooling techniques, lifts, electric, and dedicated actual physical wellbeing spaces to mention several. Where it is becoming conflated is the expansion of responsibilities amongst FMs in safeguarding worker’ psychological wellbeing and their psychological requirements.

It isn’t only the office that’s in circumstances of transformation. The terminology and recently appointed titles for the average person leading good mental wellness practice can be in circumstances of flux – from “Mindfulness Custodian” to “Individuals Pioneer”. Our encounter proves the achievement of good wellbeing within an organisation is not really the responsibility of 1 manager.

Several would argue psychological wellbeing resides within the part of HR since it is a individuals centric initiative but that is no more the case. We have been seeing a lot more companies addressing the double need of worker’s physical and psychological wellbeing holistically. Stakeholders are increasing in knowing that musculoskeletal protection and ergonomics along with mental wellbeing are best exercise initiatives that produce business sense.


Employee wellbeing is really a model that needs to be led by administration across a small business. FMs are professionals in project management, delivery and procurement, the question is just how much of these budget is put for mental wellbeing actions and efficiency aside? If you ask me budgets for a psychological wellbeing technique are distributed seldom, and all too often the provision of a two-day mental health program isn’t enough.

Outsourcing your mental health assistance and resources will come at a price and can create a missed opportunity within developing an organisation’s individuals and culture. Controversial as it can sound, dedication is taken because of it in time, skill and perception in order to engage with workers to possess productive conversations that assist guideline them to the proper way to obtain help and professional assistance.

Not really being conscious of the amount of accountability by companies is another factor. Based on the HSE, work-related tension and mental health issues go together often, as work-related tension can aggravate a preexisting mental health problem, rendering it more difficult to regulate. Once work-related tension reaches a true stage where it provides triggered a preexisting mental health problem, it becomes tough to split up one from another.

Forming an integrated, measured approach with vested managers from FM and HR functions is one solution – putting people, efficiency and performance in the essence of the partnership.

It’s no key that the pandemic offers raised the user profile of the function of FM because of changing work styles in the commercial property sector. Through the limitation of the commute into metropolitan areas, employees are exceptional benefits of working at home and the flexibleness it allows. Aspect the rumours of programs for further downsizing workplaces and the development of localised offices , and the task of monitoring and providing the wellbeing of employees at the job has a totally new meaning for FMs.

With such huge adjustments within the physical and geographical place of work, comes the psychological problems. The possible of the hub and spoke design will introduce brand new wellbeing techniques that FMs will need to element in. The hybrid of AI and collaborative functioning styles may change how wellbeing at the job is managed once we adapt to improved degrees of autonomy within the remote workplace model. This implies a stability of in-person and electronic communications will be a fine one, but we must continue steadily to prioritise human needs.

The impact of COVID provides highlighted the pressing have to monitor workers’ psychological health. Those within the place of work that are tasked with providing these initiatives should do this alongside the assistance of leadership and the wider organisation. Mental wellbeing assistance for the facility supervisor who is subsequently overseeing the wellbeing of employees and assisting them to get ready for this adaption with their role is a crucial requisite within the industry going forward. To meet up these new challenges, homework, transparency and systems will undoubtedly be imperative.