With this month being Mental Health Awareness Month, it is critical to acknowledge the growing importance of this topic.
According to Lyra’s 2024 State of the Workforce Mental Health Report,
“The most common mental health conditions—depression and anxiety—continue to affect huge swaths of the workforce.” From early career all the way up the leadership ladder, mental health plays an active role in every stage of our careers and ultimately impacts our work and performance.
“Mental health was a post-COVID change,” says Allison Colantuoni, Chief People Officer of Colliers Engineering & Design. The COVID-19 pandemic created a spotlight on mental health, notably around the absence of physical togetherness required at that time. This isolation massively raised awareness of how much of a social species we are. “Humans need each other,” states Laurie Dreyer, Chief Development Officer of Taylor Design.
Today, more and more organizations are recognizing the realities of mental health and the effect it has on employees. Robyn Povich, owner of Mindfulness with Robyn, sees “Health and Wellness [taking a] center stage in organizations.” Now more than ever, it is critical for employers to prioritize mental health by providing more support to employees on a daily and long-term basis.
How Mental Health affects work – stress, anxiety, absenteeism, motivation or lack thereof
The adverse effects of mental health play an immense role in how people will work. Stress, anxiety, and depression can cause someone to shut down, mentally check-out, or struggle to make any effort to do anything at all. It can create mental blockages, causing even the simplest activities, like personal maintenance, to deteriorate.
According to the Lyra report, “work-related stress and burnout is the second-biggest factor contributing to employees’ mental health concerns.” Employees who struggle with their mental health typically portray inefficiency, lack of interest, absenteeism, and ultimately are ineffective in their performance and jobs. These outcomes are not the results of a poor performer but instead the results of an employee’s declining mental health.
It is important for employers to recognize these signs to be able to proactively reach out and support their struggling employees. To reprimand and criticize an employee with poor mental health will only do more damage, causing more of the problems you are trying to eliminate.
Change company culture to fit the employees
The atmosphere and environment that is cultivated at organizations is key to the overall well-being of its employees. Everyone wants to feel a sense of belonging somewhere – whether that is at work, at home, with friends, family, or colleagues. People need people and it is the job of not just HR, but of the whole organization to create this sense of belonging with the environment they provide in the workplace.
Those unaware of today’s mental health trends need to adapt and change in order to address the negative and toxic traits that may still linger in some organizations. “Team members and leadership [need] to have effective communication with employees” says Alexa Vella, owner of Good Livin’. This can happen by encouraging feedback, practicing active listening, and especially through leadership taking the initiative by responding honestly when asked simple questions like “How are you doing?”
Promoting open communication, approaching each employee with understanding, and prioritizing not just mental health, but health and wellness as a whole, can drastically improve company culture and “foster a sense of belonging” according to Povich.
Another facet that will significantly improve leadership’s understanding of their employees is to recognize the “different aspects of people’s ‘why’ of coming to work” according to Annie Lucero, HR Director of Mark Thomas. We need to communicate with the individual to understand their career goals, interests, and motivations. The workforce can no longer fit into a single, generic box.
Programs, initiatives, and policies need to be directed at an individual level. This will, as Lucero put it, allow for an organization to “build a culture around them.” Them being the key word. It is important to keep a continuous pulse on what employees value to ensure your programs remain relevant as the world evolves and priorities change.
Strike a balance, find common ground, understand what work-life balance is
With enough resources, organizations can provide a work environment that supports mental health and creates healthier and more engaged employees. The key is to create a balance between work and life, recognizing that life exists outside of work. Where to start?
- Assess your workforce and identify ways in which to support them along this journey (conduct online surveys, focus group sessions, provide coaching, etc.).
- Educate staff and leadership to understand and recognize the signs of employees who are struggling with their mental health. Signs can range from excessive mood swings, coping issues, emotional and social withdrawal, or lethargy. If everyone can look out for signs like these, they can provide direct support to those who are struggling. A great way to start the education process is by having those in leadership or HR to become certified in Mental Health First Aid.
- Implement programs like those Lucero’s team has put in place at Mark Thomas – quarterly health and wellness themes, education newsletters, free gym memberships, and vast resources that employees can take advantage of to better themselves.
- Discourage after-hours communication or provide flexible work hours and/or remote/hybrid work. Encourage taking vacation days, promote mindfulness, and advocate for more open communications.
- Use a “Wellness Wheel,” suggests Vella. It is an assessment in which the taker will answer questions from six categories and will be ranked on which needs more focus. An imbalance of one will cause an imbalance of all.
The number of organizational programs that both Vella and Povich recommend is extensive, but some of the most popular programs include fitness programs/classes, meditation classes/rooms, financial workshops, healthy eating programs, mentorships, team building programs, and resources to support the families of the employee.
Some solutions may even be as simple as “[If you] see someone struggling, take action” says Dreyer. If you are “having a bad day, you don’t have to go to work that way, [or] if you’re burned out, [take] a break.”
Conclusion
Organizations should respond to the individual needs of their employees by offering the support they need and cultivating a healthy and safe environment for them. Investing in the mental health of your employees will create higher engagement and interest and produce better results for organizations.
“Employers have both a direct opportunity and responsibility to proactively make changes that improve workforce mental health,” according to the Lyra Report. “Employees who feel heard are more likely to be satisfied with their job, more productive, and loyal to an employer.”
The potential benefits of investing in the health and well-being of employees is truly limitless. A healthier employee – both mentally and physically – leads to a more successful organization.
Interested in more? Check out the articles below:
Mental Health in the Workplace: Tips from Experts
Pioneering Peace: How Employers Can Fight Against Workplace Anxiety
