As highlighted in many of our episodes, mental health is a critical challenge within hospitality. Season 1, episode 4 despite being recorded in lockdown, brings fresh relevance to supporting employee mental health.
The hospitality industry is known for its demanding pace and extended hours, which can place significant mental strain on employees. Today, as awareness around mental health continues to grow, UK hospitality leaders are in a unique position to integrate mental health awareness and support into their workplaces, driving positive change for both their teams and the sector as a whole.
With the right approach, hospitality employers can foster environments where mental health is supported, helping their teams thrive, retain talent, and deliver exceptional service. Here are several insights drawn from the episode, with actionable guidance on promoting mental well-being in today’s industry landscape.
1. Understand the High Impact of Uncertainty on Mental Health
As Timothy and Sarah discussed, the pandemic’s forced pause left many hospitality professionals in a void, with significant job uncertainty. Today, while the context has evolved, the financial and job insecurities often remain, with 24% of hospitality workers reporting job-related anxiety (UKHospitality). Managing this uncertainty is essential.
What can you do? Make transparency a cornerstone of your management approach. Clear, frequent communication about company performance, expected changes, and job roles can reduce fear and foster trust. Providing an outlet—like regular team meetings or Q&A sessions—gives employees a sense of stability and can be a proactive step to reducing stress.
2. Recognise the Social Role of the Workplace
For many, the workplace in hospitality serves as a social anchor. As the episode notes, the lack of interaction with both coworkers and guests was a tough adjustment for hospitality workers. A recent study found that 60% of hospitality workers view their colleagues as family, reflecting the close-knit environment.
How to apply it? Encourage team cohesion even during busy or isolating shifts by fostering communication and teamwork. Simple actions like a pre-shift briefing or after-work social events, even virtual ones, can strengthen bonds. Additionally, consider assigning “mental health buddies” who check in with each other regularly to ensure no one is struggling alone.
3. Make Mental Health First Aid Part of Your Culture
The episode’s guest, Dan Grandfield, highlighted the need for a layered approach to mental health support that spans all levels of an organisation. Training in Mental Health First Aid (MHFA) offers staff essential tools to recognize signs of stress or burnout in themselves and others. Currently, only 27% of hospitality businesses in the UK provide mental health training, yet it can have a profound impact.
Next steps: Invest in Mental Health First Aid training for supervisors and managers to ensure they’re equipped to support the team effectively. In addition, normalize mental health conversations to reduce stigma and promote a culture where employees feel comfortable discussing their struggles. Resources like Mental Health First Aid England offer industry-specific training programs.
4. Engage Employees in the Process of Setting Safety Measures
Susan Grandfield, mindset coach, advises employers to involve staff in decision-making, particularly in safety protocols, as employees often feel more in control when they have input. Employees who feel involved in safety planning are more likely to embrace new routines and experience less stress related to uncertainty.
Practical tip: Engage employees in risk assessments and allow them to voice concerns. A proactive approach includes taking suggestions for safer workflows and implementing feedback, creating an environment of mutual respect and reassurance.
5. Train Managers to Address Their Own Mental Health Needs
One crucial point from the episode: managers and owners are not immune to stress. Leaders often face unique pressures, and in times of crisis, they may not feel able to express vulnerability.
How can you help? Encourage managers to set boundaries and seek support when necessary. Tools like regular check-ins with higher management or access to mental health resources can go a long way in preventing burnout at the leadership level. Promote a culture of well-being by empowering managers to take breaks and manage workloads effectively, setting a positive example for the team.
6. Use Available Mental Health Resources
The podcast episode also shared valuable resources, including the Samaritans and Hospitality Action. Today, organizations like Hospitality Action and Mind offer specialised support for hospitality professionals, helping employers provide structured support for staff.
Quick tip: Post these resources in visible areas, such as break rooms or back-office areas, where employees can access them discreetly. Additionally, regular reminders through team meetings or emails can reinforce availability without pressure.
Moving Forward
The mental health challenges highlighted in Season 1, Episode 4 of Talking Hospitality remain relevant today, but businesses now have more tools and awareness to address them proactively. Creating a supportive workplace culture that values mental health is not only good for individuals but also strengthens the entire organization. For additional insights into how to make a positive difference in your hospitality business, explore our blogs on Talking Hospitality and training resources at Educating Hospitality.
By implementing even small steps, hospitality leaders can make their businesses a welcoming and supportive place, ready to meet the needs of both guests and employees. Let’s continue this journey together toward a more compassionate and resilient industry.
