3.3  Supporting colleagues

It’s a pretty hard-nosed culture so therefore I think people are less tolerant of each other. They’re shorter, they’re quicker, they’re snappier, they’re less compassionate.

(Solicitor, Northern Ireland)

Just little things like good day, goodnight, good evening, have a good day that can make a lot of difference.

(Solicitor, England)

Everyone, no matter what role that are in, can have a part to play in supporting colleagues. This can involve some really simple things such as asking how someone is (and meaning it!), offering a cup of coffee and stopping at someone’s desk for a chat. In the same way that it is important to be attuned to the emotions of clients (see Section 2), it is also important to be aware of your colleagues emotions so that you can respond appropriately.

Some tips on this include:

  • Allowing time for ‘small talk’ so you can gauge an individual’s mood and emotional state.
  • Paying attention to verbal and non-verbal cues throughout interactions.
  • Being aware of personal events which may impact on people’s work (e.g. a bereavement or anniversary).
  • Do not dismiss someone as ‘over-emotional’ or ‘emotionless’. It is likely that they simply express their emotions in different ways than you.

Activity 6  Fostering a supportive culture

Timing: Allow around 10 minutes

1. Select at least one of the following activities that you could carry out.

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[Tick box] Bringing in a cake or biscuits.

[Tick box] Offering others a cup of tea or coffee.

[Tick box] Sending a thank you card to a colleague.

[Tick box] Arranging a social event within your team/department.

[Tick box] Celebrating your colleague’s life event, e.g. they’ve had a baby, got married or achieved positive results in a new course.

[Tick box] Emailing information to colleagues about support available, e.g. a link to the LawCare website.

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If you are in a leadership or managerial role, in terms of support for colleagues, it is important to be aware of the types of support that are available and how colleagues can access it. A recent IBA (International Bar Association) Presidential Task Force survey of lawyers globally (2021) indicated that there was a gap between the number of employers who identified wellbeing as a priority and the perceptions of employees who felt too little was done.

If appropriate policies, procedures and support for wellbeing issues are not in place at your firm, part of your role may be to advocate for the development of these. It will also be important to ensure you are aware of external sources of support, such as LawCare. If they are available, being able to direct colleagues to them can be very valuable. As can being able to communicate clearly and regularly about ideas and initiatives. Some ideas on ways to start include:

  • Putting up relevant posters and fliers in your workplace.
  • Sending around a ‘support for staff’ or ‘wellbeing’ email once a week or month.
  • Developing an intranet page with relevant information and links.
  • Consider organising inclusive social events, e.g. a team coffee break.
  • Ensure you regularly remind colleagues about the existence of relevant policies and procedures in meetings and other settings.
  • Consider building in one-to-one chats (outside any appraisal process) to allow staff to raise any concerns.

3.2  Developing leadership skills

Colleagues with mental health conditions