MANAGEMENT SHOULD listen when worries get in the way

It can be challenging for ship management to recognise mental health issues in crew members and remember to pass on observations to the next person on the bridge when it's shift change day. However, it is the responsibility of the management and they will continuously encounter crew members on the ship in many different moods.

War and relationships

War, death, poor finances, ailing relationships or sick family members. There's a lot for seafarers to worry about when they're at sea. Right now, many are preoccupied with the war in Ukraine. It's affecting more seafarers - especially on ships with both Russians and Ukrainians on board, because there can be a deep concern for those back home and uncertainty about the future prospects of an individual's life.

Anna Bergmark is a consultant at SEA HEALTH & WELFARE, who wants to help ensure the welfare and working environment of seafarers on board Danish-flagged ships: "We have developed some tools to improve mental well-being on board. They are for management, but there is also a self-assessment form for the employee with the title: How are you feeling? Management typically has an idea of how to talk to the different people on board. They can be inspired by our tool of observing whether someone is depressed or not feeling well, for example. Then you can ask the employee if there's anything you can do."

She points out that few managers are actually trained to deal with psychological well-being and, for example, have a difficult conversation, which is typically between a manager and an employee.
"It's important for safety that management prevents or recognises early on if an employee is feeling unwell," she says, adding: "It's relevant that the manager who has to have a difficult conversation with an employee has a good relationship with them. If you don't trust the person you're talking to, it's difficult because you'll be very reluctant, even if the manager has good intentions."

Special responsibility

People need to feel good when they are at work at sea. Research shows that people who don't feel happy and well-being are less efficient, have a higher risk of being involved in workplace accidents, and have a higher risk of getting sick. "There's a difference between working on land and at sea, because management is also responsible for the crew in their free time, as they are on board. When you're not feeling well, it can also be about something at home, something personal. But it can be important to be told that you're not feeling well. You don't have to reveal the cause, and it can be difficult to do anything about it. You can say how you feel, but not necessarily why. For management, it's crucial that employees don't endanger themselves or others on board. "If it's about something onboard, it has to be solved onboard. Then it needs to be acted upon. For example, work pressure, conflicts with colleagues and bullying can lead to the employee feeling isolated and marginalised," she explains.

In case of conflict - listen

When a conflict between crew members escalates, Anna Bergmark suggests that someone from the ship's management comes and talks to the two parties. First with them separately, but then in dialogue with the management as a mediator. However, she emphasises that this method only works if both parties are willing to engage in dialogue: "It's important to do something early on, as most bullying onboard has started with unresolved personal conflicts."

"There's no doubt that it's up to management to have the difficult conversation. It's important to remember that a clumsy conversation is better than no conversation, because it shows initiative, and it's not a question of a manager treating you like a psychologist or similar. The most important thing is To listen to the crew member you're having the dialogue with - I want to hear how YOU are doing! You also need to be able to talk without fear of reprisals afterwards."

Psychological well-being

To feel optimal psychological well-being at work, you need to have influence over your work, you need to experience it as meaningful, there needs to be predictability and balance. There must be rewards and the right social support. If these factors are met, you can speak of good psychological well-being.

"If several people experience a poor working environment, you can bring it up in plenary and perhaps collectively go to management and suggest changes or use a safety representative if there is one on board. On Danish-flagged ships, if an employee feels that management is not at all responsive, they can contact the shipping company or SEA HEALCH & WELFARE," adds Anna Bergmark.

I box
Create a good framework for the conversation

• Listen
• Keep calm and have plenty of time
• Confidential dialogue
• Purpose to help
• Maintain eye contact and open body language
• Respect for each other

The vast majority of bullying onboard has started with unresolved personal conflicts.