mySupport: Manager Resources

Are you interested in learning more about the mySupport Managers’ Toolkit?

The toolkit was created for managers to help them identify mental health disorders and recognize the impact they have on the workplace, identify resources managers can use to support mental health wellbeing on their teams, locate and list the full range of mySupport services, for employees and managers, and identify best practices managers can implement to assist team members in distress.

Click here to access the mySupport Managers’ Toolkit

Are you concerned about an employee’s emotional well-being or workplace behavior? The mySupport OnSite Clinical Team can help you respond effectively.

The best place to start is to talk to a mySupport OnSite clinician about your concerns so that you can receive professional guidance on how to proceed.

To consult a mySupport OnSite clinician, call 443-997-7000, 8:30 a.m. to 5 p.m., Monday through Friday. When you call, please clarify that you are a supervisor calling to consult about an employee concern. A member of the mySupport OnSite Clinical Team will hear your concerns and provide recommendations.

Professional ethics and state and federal laws dictate that sessions conducted by the mySupport Onsite Clinical Team are confidential. Information about sessions or their content will be released only upon an employee’s written request, and/or in circumstances where a clear danger to the individual, others, or the institution exists, or as may be required by law. The mySupport OnSite Clinical Team adheres strictly to this policy.

You also can refer employees you’re concerned about directly to mySupport. They can reach mySupport at 443-997-7000 or online (when prompted, they should use JHU for both the username and password). They also can fill out our form to request an appointment.

Making a Referral

The mySupport OnSite Clinical Team is dedicated to supporting employees whose health or personal lives have begun to impact their lives at work. The best way to connect your entire team with support is to regularly remind all your employees that mySupport is available to them and their family members. (If you need a refresher on the services offered, review our Support Programs.

If you have particular concerns about a specific employee, you might consider making an individual referral using one of these approaches:

Supportive Suggestion (Informal Referral)

  • A supportive suggestion is best when managers are aware that problems at home or work are causing an employee distress. A supportive suggestion is most appropriate when the distress is not significantly impacting work performance and relationships.
  • A manager may suggest the employee call mySupport or visit the mySupport website.
  • It’s often helpful to explain to employees that mySupport clinicians help employees with a wide range of concerns—that you’re not “sending them to therapy.”
  • If the employee chooses to make an appointment with a mySupport OnSite clinician, it’s helpful to offer the employee time away from work to attend the initial appointment, if possible.
  • Under some circumstances, especially when the employee is acutely distressed, it’s helpful for the manager to facilitate the employee’s call in a private space, either joining the employee on the call or simply providing the space. Keep in mind that when employees are acutely distressed, they can speak with a mySupport clinician on the phone immediately.

Facilitated Management Referral (Voluntary, Documented Referral)

  • A Facilitated Management Referral is useful when a manager wishes to address work performance problems, behavioral concerns, or both, and when the manager would like confirmation that the employee has attended an appointment. Under an FMR, managers are welcome to provide updates to the mySupport OnSite clinician about the employee’s progress.
  • When employees are referred to mySupport under an FMR, they remain on duty.
  • An FMR is a voluntary referral; employees are not required to engage in the FMR process. Whether or not the employee chooses to participate, supervisors are encouraged to continue monitoring performance and behavioral concerns. An FMR is not part of a disciplinary process, will not be included in the employee’s human resources file, and is meant to convey that the employee is responsible for his or her own behavior and performance and for doing what is necessary to improve.
  • To initiate an FMR, the manager should call mySupport at 443-997-7000 and ask to speak with the OnSite Clinical Team about a management referral. The team will assess the situation, consider the context, and make recommendations about best next steps.

Crisis Response Services

Crisis Response Services available through mySupport can help you and your department provide an appropriate response when a difficult workplace event occurs.

Emotional Support for Individuals and Groups

mySupport provides the following services in response to difficult work events:

  • Consultations with managers and supervisors to plan a response to staff who are coping with a difficult workplace event
  • Staff briefings and tips for coping with the event
  • Small group interventions following a traumatic event
  • On-site outreach to provide initial support and psychological first aid
  • Same-day appointments for crisis victims
  • Individual assessment and referral for emotional problems related to a crisis
  • Departmental briefings for supervisors and tips for supporting employees
  • Resource materials for individuals impacted by the crisis

Most people who’ve faced a crisis recover and return to work without additional support. Others, however, may need supportive attention. Feeling better is unique to each individual and does not follow any set pattern or timeline.

If you or your department experiences a crisis that exceeds your resources and ability to cope, please call mySupport at 443-997-7000. mySupport can lend guidance and consultation about the best ways to respond to difficult workplace events. mySupport also can assist you in understanding the normal response to grief and traumatic stress, and help your team adopt positive coping strategies and foster resiliency.