Look for changes in behaviour or mood, shifts in how colleagues interact, or a noticeable decline in work output, motivation, and focus. Drivers might struggle with decision-making, lose interest in tasks, or appear tired, anxious, or withdrawn. Changes in eating habits, appetite, or increased smoking and drinking can also be indicators.
Once signs are identified, starting an open conversation is important. This requires a sensitive and structured approach. Choose a private and quiet place, ensuring confidentiality. Encourage them to talk by asking simple, open, and non-judgemental questions. Avoid making assumptions; instead, listen actively and adapt your support to the individual's needs. Be honest and clear about your concerns and work together to develop an action plan. Crucially, encourage them to seek professional advice and support, and remember to seek support for yourself if needed. Reassure them that it's okay if they're not ready to talk straight away.
Beyond individual conversations, fostering a supportive workplace culture is vital. This includes producing, implementing, and communicating a clear mental health at work plan. Raise mental health awareness across your organisation, making information, tools, and support easily accessible. Actively encourage open conversations about mental health and the available support. Providing good working conditions and promoting a healthy work-life balance are fundamental.
FORS is deeply committed to supporting its members in navigating this critical area. As part of the FORS Practitioner training, the 'Managing Driver Fitness and Health’ module provides a comprehensive understanding of the legal requirements for managing driver fitness.