Mental health support at work has become a necessity for companies wishing to retain their employees. Employers that provide emotional health benefits are at a significant advantage over those who do not. They are likely to have fewer job burn-outs, on-site violence, and workplace injury occurrences.
Mental health struggles are prevalent within the US workforce. Most employees want a company that openly supports mental health dialogue. But 50 percent still feel employers don’t offer mental health support. When that support is not there, workers will leave the company.
Companies must formulate the concept of prioritizing mental health into the core of their culture. Leadership support, mental health training, and open communication help build a sustainable workplace culture.
Get Leadership Support
Prioritizing mental health in the workplace starts at the top. Employees expect from their leaders’ guidance, motivation, and approval. So, HR and people leaders must discuss with management to explain the positive impact of prioritizing employee mental health.
Depression accounts for an estimated 200 million lost workdays annually. Employees who struggle with emotional health and still report work see their productivity drop. Low productivity caused by mental health issues has an overwhelming cost to the global economy- $1 trillion a year.
First, enlighten managers and executives on the benefits of making mental health a priority. Almost 80 percent of workers believe that leaders who support mental health improve engagement and retention. The management should realize that retaining workers amidst these challenges is a proactive approach to mental health support.
Then, help leadership communicate that mental health is a primary concern. Employees are concerned about being seen as vulnerable. And they believe they might be putting their careers at risk when they tackle mental health problems with employees. The management could help workers overcome such fears by showing awareness towards mental health.
To begin, ask managers and executives to:
- Support employees in explaining their struggles, worries, and anxieties during one-on-one meetings.
- Actively promote and participate in mental health training.
- Provide employee benefits that vigorously promote mental health like manageable workload, PTO for emotional wellness, and subsidized therapy.
Leadership buy-in lays the groundwork for a significant cultural change within a company. Once managers are on board with prioritizing mental health, the foundation is laid out for a workplace that understands employees’ needs.
Provide Mental Health Training
Conduct webinars and workshops focused on mental health. This strategy is a proactive approach to promote productivity and prevent employee burn-out.
As mental health comes in many forms, you should directly ask employees and managers to identify their needs and preferences. This will help you choose whether to implement weekly, monthly, or quarterly sessions. Alongside, you also learn what delivery modes they prefer – in-person, online, or both.
Through training, employees can understand stress management and mindfulness techniques. On the other hand, it will equip managers with the required knowledge to assist struggling team members.
Encourage Dialogues on Mental Health at Work
Open communication about mental health helps break the taboo that usually embodies the issue. Instead of a culture that promotes a top-secret approach, encourage the employees into a safe space that openly talks about the topic.
Empower employees and management to use “mental health” by setting an example openly. In addition, incorporate the words into training sessions, newsletters, and meeting agendas to gradually break the stigma. Integrating it into daily conversations further reassures them that the company values the importance of mental health support at work.
For other stories, read more here at Owner’s Mag!
