Peer support is a safe place for an employee to speak with someone who has had similar experiences. The peer supporter will also encourage the individual to reach out for help. They strive to promote hope, empowerment and recovery.
Peer support programs are becoming common in psychologically healthy and safe workplaces. We went to the experts to ask what employers need to know to launch their own.
Overview of workplace programs
Employers who put peer support programs in place will train qualified employees to help others with mental health challenges or illnesses. This approach has been evolving as a strategy to support psychological health and safety.
“Peer support work is rooted in a trusting relationship between a person who is currently struggling and looking for assistance and the peer supporter whose personal history allows them to understand, support, and above all model a sense of hope,” says Peer Support Canada.
It isn’t exclusively for those who are seriously ill or have a diagnosis of a mental illness. If someone is struggling with work, relationships, or everyday stressors in their life, a peer supporter can help. They can provide resources and tips to manage their well-being. This doesn’t replace professional support, but can bring unique emotional and practical support. They can also encourage use of professional resources.
Workplace peer support programs are being introduced in organizations across Canada. The History of peer support provides a background and philosophy of this approach.
Organizations launch a peer support program for different reasons. For example, some employees with mental health issues might benefit from being a peer supporter, while others may benefit from the peer support. It may also be that peer support is part of an effective psychological health and safety strategy.
Kim Sunderland, a peer support and workplace mental health consultant and educator, shared, “Peer support can be for anyone and anything. It can help with a tough work experience, challenging relationship issue, addiction, or a mental health challenge.”
“The mental health system can be complex with delays in getting care; this is a way to help keep employees functioning and at work,” added Shaleen Jones, former Executive Director, Peer Support Canada.
Key considerations
The following are key things to consider before and during implementing a peer support program:
- Leadership support is necessary to sustain a successful peer support program.
- Create a clear and measurable business case for implementation. Make sure to revisit outcomes regularly for continued support.
- Integrate ongoing two-way feedback with peer supporters for continual improvement.
- Make sure to align the approach to the organization’s goals, values and mission.
- Consider the approach that’s right for your organization.
- Internal peer supporters provide the unique benefit of knowing your organizational culture. They might have a similar work experience to those they will support. This means they're more likely to also help with productivity and workplace concerns.
- External peer supporters may be available from associations like Canadian Mental Health or Mood Disorders. They may not be familiar with your workplace but can provide personal and emotional support for your employees.
Sustaining Peer Supporters
The peer supporters are the most critical resource for a successful program.
- Carefully select and train peer supporters who will follow clear guidelines. Not everyone with lived experience can or should be a peer supporter. Ensure all peer supporters have appropriate initial and ongoing training.
- Becoming certified indicates peer supporters have acquired the knowledge and skills to provide peer support effectively.
- Articulate and reinforce that the Peer Support program is not counseling. It can help direct employees to available organizational and community resources including therapists.
- Ensure there’s no power differential. In most cases it isn’t advisable for an immediate manager or supervisor to be a peer supporter for their direct reports.
- Be clear about the level of flexibility and the amount of time allowed to spend offering support during work hours.
- Provide safe and private meeting spaces.
- Clarify your policies, like:
- signing of liability release forms
- details of the peer support agreement
- conflict resolution processes and more
- Provide an opportunity to network with other peer supporters . This encourages self-care, debriefing and providing mutual support.
Costs and benefits
Costs
Peer support is a transformational change initiative that can take anywhere from six months to two years to fully implement. Costs may include:
- Peer supporter training
- Peer supporter certification
- Supervision of peer supporters
- Program management
- Travel and incidental expenses for meetings of peer supporters
- Some work time for peer support to occur
Peer Support Canada can help you determine the total cost for setting up and maintaining a peer support program in your organization.
Organizational benefits
Experts report organizational benefits, including:
- Providing a cost-effective approach to help promote and sustain a culture of wellness.
- Addressing issues such as denial, shame, or secrecy about mental health problems. This is done by providing non-judgmental support for employees who are struggling.
- Reducing feelings of isolation that professional medical treatment alone may not offer.
- Overcoming obstacles to sustaining productivity during times of mental health challenges.
- Removing barriers to inclusion for employees with mental health issues.
- Having additional support at the time of return to work.
- Reducing absenteeism and disability through early identification and access to helpful resources.
- Potentially increasing effective usage of employee assistance programs. Users may be reaching out for help earlier.
- Improving employee morale through recognition that their employer cares about their well-being.
- Increasing manager comfort in addressing employee issues with the help of a peer supporter.
- Increasing employee retention and engagement.
Individual employees and their loved ones
Peer support can be a step towards recovery. Benefits for those accessing the Peer Support program as well as those who support them can include:
- Sharing concerns in confidence with a safe, compassionate person who has experienced something similar.
- Hearing how others have coped and survived their journey through recovery.
- Finding authentic validation and support.
- Connecting to resources that have worked for others in their recovery.
- An opportunity to connect with and learn from the experiences of those who also have loved ones living with mental health challenges.
Peer Support Canada is one source for information among a range of peer support training providers. You can also find details on their peer supporter certification process.
Guidelines for the Practice and Training of Peer Support | PDF are provided by the Mental Health Commission of Canada.
Learn about reaching out for, or becoming a peer supporter in the workplace at Peer supporters.