{"id":92235,"date":"2025-10-26T20:07:58","date_gmt":"2025-10-27T00:07:58","guid":{"rendered":"https:\/\/mentalhealthcommission.ca\/?page_id=92235"},"modified":"2026-01-30T14:52:48","modified_gmt":"2026-01-30T19:52:48","slug":"effective-communication","status":"publish","type":"page","link":"https:\/\/mentalhealthcommission.ca\/a-managers-guide-to-workplace-accommodations\/effective-communication\/","title":{"rendered":"Effective Communication"},"content":{"rendered":"\t\t
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Effective Communication <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Creating a safe space:\u00a0 The foundation of accommodation<\/strong><\/em><\/span><\/h5>
\u201cTrust takes time to build, and it can be broken in an instant. Before any accommodation conversation, ask yourself: Have I created an environment where we can have a conversation without others overhearing? Am I prepared to meet their vulnerability with respect? Where they disclose something personal, are their privacy and needs honored, not weaponized? Because when employees feel truly safe, you can work together on co-creating solutions that work for everyone involved. That’s where the magic happens.”\u00a0<\/em><\/span><\/h5>
\u2014 Liz Horvath<\/strong><\/em><\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Why communication matters:<\/span><\/strong><\/h4>

Supportive managers and coworkers rank among the most valued workplace accommodations, with 88 per cent of people living with chronic conditions rating this as important or very important. Yet many employees remain hesitant to initiate crucial conversations about accommodations.1<\/a><\/sup><\/p>

Having \u201cthe talk\u201d: Manager scripts<\/strong><\/span><\/p>

Opening the conversation<\/strong><\/span><\/p>

Instead of: <\/strong>\u201cYour performance isn\u2019t up to par lately.\u201d
Try: <\/strong>\u201cI\u2019ve noticed some changes recently. I\u2019m wondering if there\u2019s anything I can do to better support you.\u201d<\/p>

Instead of: <\/strong>\u201cEveryone else manages to meet these deadlines.\u201d
Try:<\/strong> \u201cI\u2019d like to understand the barriers you\u2019re facing with these timelines. Maybe we can work together to find approaches that work better.\u201d<\/p>

When performance issues arise<\/strong><\/span><\/p>

Instead of: <\/strong>\u201cYou\u2019re always late.\u201d
Try: <\/strong>\u201cI notice you do your best work in the afternoons. Could we adjust your schedule to capitalize on when you\u2019re most productive?\u201d<\/p>

Instead of: <\/strong>\u201cYou need to participate more in meetings.\u201d
Try: <\/strong>\u201cI\u2019d like to make sure we\u2019re getting your valuable input. Would it help to have questions in advance, or perhaps alternate ways to contribute?\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u201cLanguage matters, because it can do more than change how we talk about something, it can change how we think about something. And, ultimately, how we behave.\u201d<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u2014 Sarah Butson, CEO, Canadian Lung Association<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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When managers approach these conversations with curiosity rather than judgment, employees feel safer sharing their experiences and needs. This doesn\u2019t require special training \u2014 just genuine interest in supporting team members\u2019 success.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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  • 1. <\/span>HealthPartners Health Advisory Network Survey, 2025.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    Responding to disclosure<\/strong><\/span><\/p>

    Instead of: <\/strong>\u201cThat sounds difficult, but everybody has challenges.\u201d
    Try: <\/strong>\u201cThank you for sharing that with me. It took courage, and it helps me understand how to better support you.\u201d<\/p>

    Instead of: <\/strong>\u201cHave you tried exercise\/meditation\/positive thinking?\u201d
    Try: <\/strong>\u201cWhat have you found helpful in managing this? What accommodations might make your work experience better?\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \u201cIf I could wave a magic wand to make a major change within our health-care system, it would be the eradication of stigma. It cuts across virtually all our partners. It prevents people from seeking help. It contributes to the misallocation of funds.\u201d<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    \u2014 Kimberley Hanson, CEO, HealthPartners<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Broadening accommodation discussions<\/strong><\/span><\/h4>

    Some employees may feel more comfortable having additional support during accommodation conversations. This is completely appropriate and should be welcomed.<\/p>

    Support might include:<\/p>

    • HR<\/li>
    • union representatives<\/li>
    • members of the Joint Health and Safety Committee<\/li>
    • trusted colleagues<\/li>
    • family members (particularly helpful when English\/French isn\u2019t the employee\u2019s first language)<\/li>
    • cultural or community supports<\/li><\/ul>

      Having additional perspectives in the room can often lead to more creative solutions and ensure the employee feels empowered in the process.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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      Building bridges with health-care providers<\/strong><\/span><\/h4>

      As managers, you are part of a support ecosystem for employees navigating health challenges. Providing employees with information about and access to health benefits is half of the equation. The other half may be bringing health-care providers into the loop, with consent \u2014 always with consent. These partnerships aren\u2019t box-checking exercises; they are about closing the gap between medical expertise and workplace realities.<\/p>

      For example, it can be helpful to provide information to the employee to share with their health-care practitioner about how the workplace can accommodate their abilities and limitations.<\/p>

      When we approach these relationships with a mindset of curiosity, rather than compliance, we can often find approaches that serve everyone better.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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