Shared Links (weekly) March 3, 2024
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Linked – LinkedIn doubles down on education with LinkedIn Learning, updates desktop site
LinkedIn, the social network for the working world that now has some 450 million members and is in the process of being acquired by Microsoft for $26.2 billion, today took the wraps off its newest efforts to expand its site beyond job hunting and recruitment, its two business mainstays. The company has launched a new…
Linked: 46% of employees would not share data to improve wellbeing support
I do think this is going to be one of the big balancing acts that organizations are going to have to conduct when it comes to wellbeing. How do I keep track of how my employees are doing, without violating their privacy?
Worth Reading – Workplace Abuse, PTSD and Employer Duty of Care
Employees dealing with trauma outside of work often carry that trauma with them into work, and we need resources to help them navigate that. What do we offer people experiencing trauma at work who carry that trauma into the rest of their lives?Â
Maybe the better question is, what do we owe them?Â
Linked: Should employers provide mental health training for management?
The one that gives me pause is the last bullet, but not because leaders shouldn’t have that knowledge, but more because human nature tells me that is the one most likely to be misused and create really uncomfortable situations. There’s a very fine line between being aware of signs of someone struggling and diagnosis. I absolutely do not want anyone in the workplace diagnosing people. Watch out for signs of stress and ways you can support the folks who work for you proactively? Sure. Decide for yourself that they have depression, or should be referred to an Employee Assistance Program? Not so much.
But, here’s the thing I will fully admit when saying this. Avoiding this type of behavior is absolutely something that solid mental health training should be a part of. I’ve heard far too many instances lately where organizations are reading a lot about mental health, and burnout, in the workplace and then dispatch their managers to have conversations with their teams about it, and zero training.
Those conversations are dangerous. You have to enable your leaders to go into those conversations with some education and expertise on the subject Just telling them to go and have the conversations without getting them up to speed on how to do so, creates a situation that is likely to end up with some very alienated employees.
