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To say 2020 has been a challenging year so far would be an understatement. COVID-19 has thrown many best laid plans into disarray, while lockdowns, working from home, global events, and other disruptions to daily life have had an understandable impact on many people’s mental health. 

To take my own advice (more on that soon!), the best way to look at this may be by reframing it from a negative to a positive, and viewing these disruptions as an opportunity to double down and prioritise self-care. While this might seem like an intimidating task at first glance, really, it’s an opportunity to make more time for the things you love, and less time for unhelpful activities. 

With this in mind, we’ve put together a handy guide to developing your personalised mental health self-care plan, brimming with tips, helpful resources, and clear steps to start putting your self-care first! 

As with anything, it’s important to get the basics right. Most of us probably know that optimal self-care means getting enough sleep, exercising regularly, and eating a balanced diet. We also know that this is far easier said than done, especially when it feels like there aren’t enough hours in the day. Here are a few ideas to kick-start your self-care routine.  

When it comes to sleep, the recommended guideline is 7-9 hours per night for most adults. Of course, this can vary from person to person, but it serves as a good starting point. Still, 7-9 hours doesn’t just mean lying in bed tossing and turning all night; quality, restful sleep starts with good sleep hygiene. To improve your sleep hygiene, a few common suggestions include avoiding blue light emitting electronic devices an hour before bedtime, sticking to the same sleep schedule everyday (yes, even on weekends), optimising your mattress and pillows, and avoiding stimulants like alcohol and caffeine close to bedtime. Sweet dreams! 

Exercise is another important self-care activity, to get your heart pumping and endorphins flowing. According to Australia’s national exercise guidelines, adults should aim for between 150 and 300 minutes of moderate intensity physical exercise per week, 75 to 150 minutes of vigorous physical activity each week, or any combination thereof. Again, this is a rough guideline, and won’t suit everyone, but it serves as a helpful starting point. 

So, whether you’re a runner, swimmer, or cyclist, or prefer yoga, Pilates, weightlifting, or even just a brisk afternoon walk with your dog, setting aside enough time for exercise each week is great for both your mental and physical health! 

Now, onto the fun part: food. To be clear, diet doesn’t - and shouldn’t - mean starving yourself, skipping meals, or following strenuous diet plans (unless advised by a medical professional, of course). In a self-care context, diet can simply mean eating a healthy, balanced, and delicious mixture of foods. Again, this will mean different things to different people, so we’re not here to tell you exactly what to eat, although following general guidelines like eating your 5+ fruit and veg a day can be a good place to start. 

One super helpful tip for diet self-care can simply be setting aside a little extra time to plan and prepare meals. When deadlines are looming or you're exhausted from work, it can be tempting to skip lunch, grab whatever's quick and convenient, or simply hit order on your favourite Uber Eats meal (we all have one!). Instead, setting aside a little extra time whenever possible to treat yourself to a nice, healthy home-made meal can make a world of difference to your wellbeing. You might even discover your inner gourmet chef and pick up a new hobby along the way! Who knew self-care could taste so good? 

With COVID-19 forcing many of us to work from home in recent months, setting and maintaining a healthy work-life balance has become a pressing challenge. With work always accessible, and no bus ride, train ride, or commute to clearly delineate ‘work mode’ and ‘home mode’, it’s never been more important to set clear work-life boundaries. Here are a few tips for self-care at work. 

As many of us will already know, setting work-life boundaries is easier said than done. If you’re working from home, it can be tempting to spend another 30 minutes replying to emails, send a quick reply to that Slack message before going to sleep, or open your laptop on Saturday to check on that big project. Before you know it, you don’t remember where work ends and leisure begins. To reclaim your home life, a good place to start is setting and maintaining a regular work schedule. This may mean logging on at 9, logging off at 5, and taking lunch at 12 every day. No exceptions. Communicate this schedule with other team members, making it clear that you will not be available outside of these hours. 

For some, calendars and other organisational or planning tools can be a good way to achieve this goal. Other tips include setting up a dedicated work area in your home and leaving that area once work is finished to achieve a clearer delineation between work and home lives, as well as getting outside at least once a day to refresh and separate from work, and trying a digital detox some evenings to ensure you’re not always connected to work. If you’re still struggling, Black Dog Institute has also put together this handy work-life balance checklist. 

For more tips on setting healthy boundaries, check out our blog post on Why setting boundaries at work is essential for mental wellbeing. 

It can be common to feel stressed or overwhelmed at work, especially right now. Some of your team members probably feel the same way. Hopefully, you are in a working environment where you feel comfortable and supported expressing these feelings to your manager. This can be a good thing to bring up during regular 1:1 check ins, to avoid burning out and ensure self-care is being prioritised along with achieving your workload. If you are unable to communicate this to your manager, or simply feel uncomfortable doing so, an alternative may be to express these feelings to a co-worker you trust. 

For more information, check out our tips on How to manage employees’ mental wellbeing during the COVID-19 pandemic.

According to Safe Work Australia, “sitting for longer than 30 minutes without a mini-break and sitting all day at work (being ‘too busy’ to take a break) are likely to be detrimental to your health.” As such, if you work in a largely sedentary occupation, it is important to take consistent mini-breaks throughout the day to ensure you don’t remain seated for too long. Whether that means getting up to make a coffee, stretching for a few minutes, moving to a standing desk, or just walking around for a minute or two, mini-breaks are vital for your self-care at work. 

Self-care breaks can also mean taking the time to do something you love during your lunch break, to help you relax and refresh. This may mean getting in some quick yoga, reading, listening to your favourite music or podcast, meditating, or just going for a nice, relaxing walk.

When things start to feel a little too much, one of the best things you can do for yourself is to hit ‘pause’ and make time to honestly evaluate your thoughts and feelings. This is where psychological self-care can be essential. There are lots of things you can do daily, weekly, or just whenever you need a quick reset to show yourself some love and look after your psychological self-care! 

Please note, I am not a qualified psychological expert, so if you are experiencing an urgent mental health crisis or psychological distress, we recommend seeking help from a medical professional, or reaching out to a dedicated mental health support service, such as Beyond Blue, Lifeline, or Headspace. 

Flowing on from our earlier emphasis on exercise (say that five times fast), yoga can be a great way to prioritise your psychological self-care. Whether your back and wrists need a little extra attention after sitting at a computer all day (with plenty of mini-breaks, of course), or you just feel like getting the blood flowing during your lunch break, a quick yoga flow can do wonders. 

While unfortunately not all of us can make it to an in-person yoga class at the moment due to COVID-19 restrictions, there are still plenty of options for those looking to practice yoga from the comforts of home. Popular YouTube channels like Yoga With Adriene offer at-home yoga videos with varying levels of length and difficulty, meaning you can do anything from a 10 minute beginner flow, to a 1-hour advanced session. 

As mentioned, taking the time to check in with your thoughts, feelings, and emotions can make a world of difference to your psychological wellbeing. This is where mindfulness meditation can be a life changer. Taking ten to fifteen minutes to forget about your worries and just focus on your breathing, surroundings, or body can provide the mental reset you need to approach the rest of your day refreshed and full of positivity. 

Another great way to look after your psychological self-care is by reframing negative thoughts. Obviously, this is far easier said than done, and likely isn’t something you can achieve overnight. However, once you get into the habit, reframing negative thoughts can make a massive difference to your outlook. This doesn’t mean lying to yourself or denying reality (sometimes, things really can suck, and it’s okay to admit that), but rather trying to find a positive framing or silver lining to these negative thoughts. 

According to Bc.S. and Psychologist Joaquín Selva, “At times, ‘the power of positive thinking’ sounds like it’s just a pseudo-inspirational cliché. In this case, though, having healthy beliefs about oneself can lead to more positive automatic thoughts, which can indeed be beneficial. Most importantly, thinking positive thoughts and having positive beliefs is absolutely free of cost, so it doesn’t hurt to try it out.” 

Sometimes, this can even be as simple as taking time to reflect on one positive thing you achieved each day, or something you’re particularly awesome at or proud of. Techniques such as mood boards or reflective journals can also be useful in developing this habit, while this article from Positive Psychology provides examples of positive and negative framing, as well as 5 worksheets to help you conquer negative thoughts. 

Whether you’re an introvert, an extrovert, or somewhere in between, self-care doesn’t have to be a solo activity. While lockdown restrictions have certainly made it difficult to catch up with friends and family as often as many of us would like, it’s still important to prioritise emotional and interpersonal self-care - even if you can’t be in the same room! Here are a few tips. 

It may sound obvious, but making time for things you love should be near the top of your self-care to do list. When work, family, and social pressures are all competing for your attention, it can be all too easy to let your hobbies fall by the wayside. While this can sometimes be unavoidable, it can also have a negative impact on your self-care and mental health. 

Try to make time at least once a week for something you love. Whether that’s baking, art, reading, writing, music, or anything else, making time for your hobbies can often be just what you need. Trust us, you’ll thank yourself later! 

Once again, when deadlines and commitments are closing in from all angles, it can be easy to let close relationships slip. We’ve all been there. However, when appropriate, taking the time to prioritise close relationships with friends, family, and other loved ones can provide just the spark your self-care routine needs. Whether that’s a Zoom call with friends, quality time with family, or even spending a bit of extra time with your pet, a little interpersonal connection can go a long way. 

While prioritising your own self-care is vital, checking in on others can be just as important. As long as it doesn’t come at the expense of your own wellbeing (it’s important to strike an appropriate balance between looking after yourself and looking after others), checking in with close friends, family, and even co-workers can make a world of difference. 

Opening up a trusting, compassionate, and honest dialogue about mental health and self-care with a loved one can be mutually beneficial, ensuring you always have an empathetic ear to go to with any stresses or problems, and vice versa. This is a great example of the old adage ‘treat others as you would want to be treated’. By taking the time to check in on someone else’s self-care and general wellbeing, we’ll all be taking steps to make the world a slightly kinder, more caring, and compassionate place!  

For more tips on starting open conversations about mental health, check out our Steps to create more open and positive conversations about mental health in your workplace, as well as our advice for Keeping the conversation going. 

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We’ve put together a handy guide to developing your personalised mental health self-care plan, brimming with tips, helpful resources, and clear steps to start putting your self-care first! 

Developing your mental health self-care plan

We are extremely excited to be at number 6 of the Top Australian Startups named by LinkedIn. 

This is the third consecutive year that Go1 joins some phenomenal businesses in the list. 

“At Go1.com we’re humbled to be named alongside such great Australian companies. At a time where the world is undergoing immense change, startups are shaping and creating the jobs and industries of tomorrow,” says Vu Tran, Co-Founder and Chief Evangelist of Go1.

The list is released every year, compiled by LinkedIn’s editorial team who work hard to spotlight rapidly growing companies. They utilize proprietary LinkedIn data and the expertise of their global editorial team to pinpoint companies that have high platform engagement, high employee engagement, and attract top talent through LinkedIn. 

This year, LinkedIn utilised data from January to July 2020 to ensure that it captured startups that were resilient through COVID. 

Chris Eigeland, Co-Founder and Chief Revenue Officer said:

“We're honoured to be included on this list of amazing Australian startups that are transforming industries, in the middle of a challenging and changing economic environment. As an organisation focused on learning in the context of the 'new normal' for professional development and work life, we're proud to be supporting the Australian workforce.” 

Go1 is working hard to ensure that employee mental health and wellbeing are its core focus through the COVID period and beyond. Teams have been forced to move away from office environments, and Go1 has enabled the People and Culture team and Leadership team to foster personal and professional growth through remote working. 

It’s key that all employees are comfortable and have the resources that they need to do their jobs from their homes. With the prominent return to office date potentially in the next few months, we are ensuring our team’s health and safety is at the forefront, as we move towards a more flexible working environment.

Go1 makes it easy for organisations to learn, with the world's most comprehensive online library of learning resources. Go1 pulls the world’s top online learning providers into one place, delivering all the learning an organization needs in a single solution. With over 1.5 million learners – and growing – Go1 is a world leader in online learning.

Go1.com has raised over US$80 million in total funding from investors including M12 - Microsoft’s venture fund, Madrona Venture Group, SEEK, Salesforce Ventures, Shark Tank investor Steve Baxter and Oxford University. 

Go1 named #6 in LinkedIn's 2020 Top Startups in Australia

When we released the Go1 Learning app for Microsoft Teams, we received a tremendous response from organizations who were able to bring learning into the flow of work in Teams.

Today, Go1 is excited to announce our integration with Microsoft Search, extending the reach of learning content into the flow of work for employees.

Go1 integration with Microsoft Search

Organizations use Go1 to collect content they’ve built internally and content from the Go1 Content Hub. The Go1 Content Hub is the world’s largest content library, containing hundreds of online learning providers that cover every topic imaginable.

Now, in partnership with Microsoft, all of this learning content is available in Microsoft Search, using Microsoft’s Graph Connector framework. End organizations are able to use Microsoft Search to find Go1 learning resources in places like Office.com, SharePoint, and Bing. Relevant Go1 learning content will appear alongside other content in your organization, like Office 365 files. Employees can find and access this learning content in their normal day-to-day routine, reducing barriers to up-skilling.

With these new capabilities, it’s easier than ever for employees to learn from Microsoft Teams and Microsoft Search, redefining the ability to learn in the flow of work.

To learn more about the Go1 integration with Microsoft Search, visit go1.com/go1-microsoft-search. Questions can be directed to support@go1.com.

If you are a learning management system or content provider, Go1 would love to speak with you about being a part of this new learning experience. Please reach out to support@go1.com for more information.

Employees can now find learning content in Office.com, SharePoint, and Bing through Microsoft Search.

Announcing the new Go1 integration with Microsoft Search

Go1 is excited to announce a partnership with Acendre, an award-winning talent management solution which helps organisations recruit, onboard, measure, engage, and develop their people to improve workforce performance.

Since being founded in 1997 with an eye to revolutionising talent management, Acendre has grown to service over 200 of the world’s largest organisations, while processing over two million resumes per year and two million transactions per week. 

Inquisiq, Acendre’s Learning Management Solution, has been carefully designed to seamlessly blend the most advanced eLearning technology with time-tested conventional training methods - all within a rich learning ecosystem that fosters collaboration and communication.

Acendre’s APAC Managing Director Liam Ackland is excited by the new partnership:

“By partnering with Go1 we are now able to provide high-quality content across a range of topics from the best providers around the world accessible within our Learning Management System. The Go1 course catalogue is full of off-the-shelf and mobile-ready eLearning courses without the need for third-party integration which will enhance our customer's experience on the Inquisiq platform.”

Go1 co-founder and Chief Revenue Officer Chris Eigeland is equally enthused by the partnership, saying, “Go1 helps millions of people in thousands of organisations engage in learning that is key to their personal and professional development. This partnership will provide organisations with a pathway to upskill their workforce, especially at a time when remote working and learning is in high demand. I have no doubt that our offering will enhance employers’ ability to equip their staff with the best tools for learning and career progression.”

To experience this seamless integration first-hand, request a demo today!

Acendre is a leading provider of highly secure cloud-based talent management software that empowers organisations to enhance their workforces. The company’s innovative solutions provide data and insights that address the unique needs of organisations in regulated industries that require a high level of configurability to manage complex workflows and interoperability challenges. Acendre serves both public and private sectors, including government, education, healthcare, utilities, and mining. To learn more about Acendre, visit Acendre.com.

Go1 makes it easy for organisations to learn, with the world's most comprehensive online library of learning resources. Go1 pulls the world’s top online learning providers into one place, delivering all the learning an organisation needs in a single solution. With over 1.5 million learners – and growing – Go1 is a world leader in online learning.

Go1.com has raised over US$80 million in total funding from investors including M12 - Microsoft’s venture fund, Madrona Venture Group, SEEK, Salesforce Ventures, Shark Tank investor Steve Baxter and Oxford University. To learn more about Go1, visit www.go1.com.

Acendre unlocks seamless learning integrations with Go1 partnership 

There are a range of theories that inform the design of effective learning experiences, ranging from behaviour change to cognitive psychology. 

One school of thought behind learning efficacy that is gaining traction in both research and practice is neuroscience - where we consider the way the brain functions in designing learning experiences. That is, learning is more impactful when we harness the structure and mechanics of the brain.   

Neuroscientists are starting to map the brain to show how people learn and the range of factors that influence learning. By understanding learning as a physical process, content creators and trainers can leverage the brain power of their audiences to create more effective instructional materials. 

That’s why Go1 has partnered with How Too, who are experts in human centric learning design. How Too helps organisations and educators turn their content into engaging online experiences through proven (and beautiful!) digital learning templates. They’re here to break down the jargon of neuroscience and learning, and outline the very best learning practices as backed by science.  

In this paper, they analyse and explain the role our brain plays in impacting the way we learn, and what learning methodologies are best to make sure we are retaining content as effectively as possible. The whitepaper was written for anyone who has knowledge to share, and is passionate about making that knowledge engaging and memorable to learn.   

Download this free whitepaper to discover how to embed the principles of neuroscience and human centric learning design into your content creation.  

By understanding learning as a physical process, content creators and trainers can leverage the brain power of their audiences to create more effective instructional materials. 

Harness the power of brain science to create effective learning  

In over 7 years of recruitment and hiring, I've met and spoken to all types of people for all types of roles. Roles I hire for can range from graduate development positions, administration positions, and digital marketing coordinators, all the way to corporate law positions, engineering managers, and C-level executives. While these roles may vary, a few things remain constant. 

Up until now, I haven't put pen to paper to examine the distinct traits, practises, and behavioural patterns both myself and other key recruitment leaders across Australia have found in successful candidates. So, the goal of this article is to provide you with a few valuable techniques that you might not have considered when applying for a job or interviewing for your dream role.

I'm going to break these tips down into a series of articles covering the entire hiring and recruitment process. In today’s article, I’ll take a closer look at resume submission, while future articles will cover the initial phone call, first round interview, second round interview, and finally, the offer. In these articles, I'll also provide additional insights into the routines I follow as a prospective hiring manager during each phase, to give you more context on the process. 

Let’s get started with step one of the hiring process: 

Most of us have probably only been on one end of the resume submission process. You find your dream job listing on Seek, click through to submit your resume, and cross your fingers for good news. I thought it would be valuable to provide some insight into what it’s like on the other side of the resume submission process. 

Depending on the role, I could be receiving hundreds of resumes per day. Keep in mind I'll likely have multiple active positions at one time. Hundreds of resumes for multiple job listings is a lot to keep on top of. As such, there simply isn’t enough time to devote 5 to 10 minutes to read each applicant’s resume in depth. Instead, I'll read most resumes within the first week of a roles' creation. Then, out of potentially hundreds of applicants, I will have a shortlist of around 10 preferred candidates.  

To improve your likelihood of making it into the top 10%, here are some things that will instantly hurt your chances of reaching the 'initial phone call' stage. To me, these things can make all the difference between standing out and being overlooked:  

Make a good first impression with your resume 

Resumes are a glance into your life and career. Just like your home, a messy resume indicates that you are potentially unorganised and lack attention to detail. To stand out, spend quality time making an eye-catching resume. You don’t need to be a graphic design whiz; as long as it's easy to read and well laid out, you'll start things off on the right foot. 

It’s better to apply for 10 jobs where you know at least 4 to 5 relevant facts about the business, rather than 20 jobs where you know nothing about them at all. This point applies to the ‘initial phone call’ stage as well, but it’s something you should do prior to submitting your resume -  or at least very soon after resume submission.  

When you take the time to learn about a business and retain that information for a prospective call, you demonstrate a level of proactivity which sets you apart from applicants who are too lazy to do some basic Googling. The more you know and retain, the more impressed a hiring manager will be in an interview. 

Triple-check your grammar: Grammar errors in your resume show me you lack attention to detail.  


Don't include a photo in your resume: This is a question I get a lot: "should I put a professional photo in my resume?" As a rule of thumb, I would say no. In my opinion, they are non-essential page fillers. A photo of you detracts from what's really important to a hiring manager, which is your professional experience, goals, education, and professional/extra-curricular achievements.  


Don't include your referees’ contact information: While this is certainly not common practise and something I rarely see in resumes, it’s still worth pointing out. I would advise against including your referees’ contact details in your resume. This is because your referees may receive unsolicited calls from internal hiring managers and external agents willing to break Australian resume confidentiality laws and approach them directly regarding the same vacancy or other vacancies. 


I hope this has given you a few helpful pointers to consider next time you submit your resume. Make sure you keep your eyes peeled for the next article in this series, where I’ll take a closer look at the ‘initial phone call’ stage of the recruitment process! 

Until then, be sure to check out our articles on Tips you need to read before your next interview and How you can improve your job prospects with online learning for more helpful insights on becoming the successful applicant. 

Most of us have probably only been on one end of the resume submission process. You find your dream job, submit your resume, and cross your fingers. So, I thought it would be valuable to provide insight into what it’s like on the other side of the resume submission process. 

Resume submission: tips to improve your chances of being the successful applicant

In the past 12 months, one in five Australian employees have reported that they have taken time off due to feeling mentally unwell. 

On top of that, many employees do not actively seek support through their workplace because of a lack of policies, procedures and practices to support mental health … or, they don’t know these resources are available.

We know that starting a conversation by asking “Are you ok?” can change, and even potentially, save someones life. But how do we keep the conversation going? How can workplaces provide support and create safe spaces, so that their employees can feel more comfortable raising their concerns and reaching out when they need to?

In today’s article, we will explore what you can do once the conversation around mental health has started, and offer advice to help anyone approach it with a little more confidence.

We can all make a difference in the lives of those who are struggling by having regular, meaningful conversations about things that matter.

If you're looking for information on how and when to ask R U OK?, the R U OK? organisation’s website is well worth taking a look at. This free course created by Allara Learning is also an excellent place to start. 

This year, R U OK? is asking all Australians to learn what to say if someone in their life says they are not OK, which aligns with the theme that ‘There’s more to say after R U OK?’. This message focuses on building confidence and skills in people so they know how to navigate a conversation with someone in their life who is doing it tough.

While you don’t have to be an expert to keep the conversation going, when someone says they’re not ok, knowing how to proceed with that conversation can make them feel supported and get access to the help they need. 

If you find yourself in any of the following scenarios below, here is some advice on how you could respond:

1. They just brushed it off and said ‘they’re fine’

It is important to acknowledge that some people might not be in the right place to talk. They might be busy, they might not be ready, or they might want to open up to someone else. Whatever the case is, don’t criticise them. Tell them you’re someone they can talk to if they ever need to or suggest other people that they may prefer to talk to. At the end of the day it is their personal choice to talk about it or not, and you should never put pressure on them to open up. 

💡  Course suggestion: Warning Signs – iAM Learning 

This short course is designed to help you recognise key ‘warning signs’ in yourself and others so that you can take appropriate action.

2. They opened up to you but don’t need help or guidance 

In this scenario, it is important to recognise and validate how they are feeling - everyone’s experience is unique. Building trust is important so keep what they told you private (unless they’re at risk of hurting themselves or someone else). Stay in touch and actually be there for them when they may reach out to talk about it again. Genuine care and concern can make a real difference. 

💡  Course suggestion: Stress, Anxiousness and Anxiety - ViaUp

This course empowers your organisation to identify and address the causes and symptoms of anxiety by providing them with the tools they need to make meaningful and positive progress.

3. They opened up to you and are asking for help and guidance

In this scenario, check your understanding of the situation and what you might be able to do to help. Reassure them they are not alone and there is hope that things can get better. Help them explore their options for feeling better. 

If someone’s been really low for more than 2 weeks - or is at risk - please contact a professional as soon as you can.

💡  Course suggestion: Support Networks - Mental Health Movement 

This topic will provide you with an understanding of what a support network is and the different types of support networks available. 

4. You weren’t in the right headspace for the conversation

We do our best to be prepared however sometimes we get more than we bargained for. When you are supporting someone with mental health issues it can become overwhelming so remember to look after yourself too, and seek support when you need it.

There are many resources available to help break down any fears or concerns someone might be feeling when approaching a meaningful conversation with a family member, friend or workmate who might be doing it tough. The below websites offer further advice on how to approach these difficult conversations:

Previously on the Go1 blog, we have taken a look at the steps you can take to create more open and positive conversations about mental health in the workplace. 

While R U OK? Day is indeed just one day a year, it’s about promoting conversation and openness about mental health all year round.

An effective way of equipping employees with the skills and knowledge they need to manage their own mental health and support others in their workplace is through providing mental health training for staff.

Here at Go1, we are committed to continuing the conversation and breaking down the stigma around mental health. That is why we have curated a selection of resources designed to protect employee mental health and promote mentally healthy workplaces. This will be available for free from the 1st of September. We will also be running a series of webinars and activities in October for Mental Health Awareness Month - so stay tuned.   

Please remember, if you are experiencing significant distress, please reach out to Lifeline 131 114 or Beyond Blue 1300 224 636. If you, or anyone you know, is feeling suicidal you can also call the Suicide Call Back Service 1300 659 467 for immediate support. 

We know that starting a conversation by asking “Are you ok?” can change, and even potentially, save someones life. But how do we keep the conversation going?

There’s more to say after R U OK?: Keeping the conversation going

While R U OK? Day is indeed just one day a year, it’s about promoting conversation and openness about mental health all year round.

Today, we’ll look at how you can take steps to create more open and positive conversations about mental health in your workplace, and provide the people around you with the support they need.

R U OK? Day is a day that encourages Australians to open up about how they’re feeling and start conversations about mental health.

The R U OK? organisation aims to reduce the number of suicides in Australia, by urging people to reach out to each other and create supportive networks across our communities. It’s about being prepared to ask friends, family and workmates who may be struggling “are you ok?” and then knowing how to respond appropriately and safely to anyone who says that they’re not.

As the R U OK? organisation says, “a place where asking the question “are you ok?” can really work is in the workplace. As employers or staff, we can all create a culture where people feel confident asking and answering this most important question.”

Pedro Diaz, Workplace Mental Health Institute founder, talks about the impact of workplaces on mental health:

“We spend most of our time at work and it can be a really good place. You can give to others and that can be good for your mental health. But it can also be a place where we are judged a lot. Are you good enough? Are you part of the tribe? If you don’t behave in a certain way, you may not be. It can be a place where you are rejected a lot.”

These negative thoughts can contribute to feelings of self-doubt, rejection and isolation – all of which are very detrimental to our mental health and sense of wellbeing.

It’s no secret that people are often reluctant to talk about how they’re feeling, particularly when they’re not coping. And particularly to their boss or co-workers. R U OK? Day doesn’t dismiss this fact – what it does do is act as a reminder, and an opportunity, to share mental health concerns with our managers or employers. And that it’s ok to do so.

Establishing zero tolerance for discrimination or harassment

For managers and employers, it’s also vital to make sure that your company has proper policies in place against bullying, harassment and all forms of discrimination. In Australia, it’s your responsibility to create a safe work environment for all staff. Having strong policies in place, that show zero tolerance for discrimination, will help you create a more open and positive work culture within your organisation.

In addition to these legal requirements and policy matters, there are things you can do to make the workplace environment more comfortable for workers experiencing low mental health. And the fact is, at any given time 1 in 5 Australian employees are likely to be suffering from depression, anxiety, OCD or other mental health concerns. By being flexible, providing support and creating safe spaces, people can feel more comfortable raising their concerns and reaching out when they need it.

The R U OK? organisation’s website has steps on how to ask someone if they are ok and is well worth looking at.

“You don't need to be an expert – just a great mate and a good listener. So, if you notice someone who might be struggling – start a conversation.”

By starting the conversation, and showing that you’re there and present for them, you could help that family member, friend or workmate open up.

It’s also really important to know how to respond if someone says they’re not ok. If they confide that things are tough for them at work, or in life in general, right now. When a friend, family member or workmate opens up to you that they are not ok, it’s important to know how to proceed with that conversation. The R U OK? website provides help with clear steps you can take to show someone that they’re supported, and also how to help them find strategies to cope during this time.