News & Views

Employee assistance program provider AccessEAP has outlined five tips on when and how to "have a conversation" with an employee exhibiting suicide warning signs.

"As a manager, you are in a unique position to be able to identify when a member of your team is struggling so knowing what to look out for and where to find help if it is needed is crucial," AccessEAP CEO Sally Kirkright says.

The provider says managers should:

1.    Maintain regular contact with and get to know their employees, which helps managers "develop important connections" with staff and notice any behavioural changes, like withdrawal, irritability, unexplained absences or declining performance;

2.    Clarify concerns through simple, private conversations with struggling employees to see if they're okay or would like any help;

3.    Listen to the person without interrupting or making judgements, and then summarise what has been said to ensure there are no misunderstandings;

4.    Explore options for struggling employees, like changes to work arrangements suggested by the employee, but don't attempt to problem-solve personal issues; and

5.    Directly ask the employee if they are thinking of harming themselves if they hint at suicide. "Unless the answer is a direct and clear 'no', immediately escalate to another person for advice," such as an EAP hotline or existing support person.

Lifeline: phone 13 11 14.

For more information, visit www.ruok.org.au/