In the workforce, we have often been conditioned that personal struggles are precisely that – personal and not something to be discussed or concerned about in the workplace. However, evolving workforces have brought increased awareness to the importance of addressing mental health needs both employees and employers realize that it’s unavoidable that struggles with mental well-being will manifest in the workplace; after all, we work with a whole person each day, not just compartmentalized personalities suited for work or home. Organizations are taking the necessary steps to foster a supportive environment for their teams, as it’s not only good for positive business outcomes but also good for positive human outcomes.
What is the current state of mental health in our workforce?
According to a NAMI-Ipsos poll last year, burnout is still a real occurrence, and there is still some hesitation to talk about mental health concerns at work in order to get the help that is needed. Some findings from the report include:
- “Half (52%) of employees reported feeling burned out in the past year because of their job, and 37% reported feeling so overwhelmed it made it hard to do their job.”
- “33% noticed their productivity suffer because of their mental health, and conversely, 36% noticed their mental health suffer because of work demands.”
As mental health discussions continue, “74% of full-time employees in the U.S. say it is appropriate to discuss mental health concerns at work” although a large percentage (58%) still don’t feel comfortable doing so.
Overwhelmingly, however, employees are looking to employers for solutions with over 83% noting that mental health training would increase a positive culture and over 80% of survey participants place ownership on leaders to make the mental health conversation more approachable at work.
What’s been the employer’s reaction to climbing mental health issues among employees?
While recent years ushered in the notion that employers should contribute to employee health beyond the traditional (and in many instances, legally required) medical health plan, it was focused primarily on the physiological aspect of worker health. We saw the addition of facility gyms, health club memberships, in-house medical staff, and even office challenges through apps and events organized around physical activity and competition. We checked heart rates and cholesterol, screened for diabetes, and encouraged improvements through exercise, nutrition, and lifestyle changes.
Yet, mental health was not always a priority in the equation. The stigma surrounding the admission and discussion of mental struggles both professionally and personally continues to be prevalent, despite the evidence that our struggles very much affect the overall health of our workforce.
Thankfully, mindsets have been changing, and organizations realize that for the good of the people around them, and ultimately the solvency of their business in the long haul, the extension of mental health provisions in any health plan is urgent. And it’s not just within health plans, but also as a concern to be addressed culturally as well.
There is good news when reports show that “94% of large employers (500 or more employees) reported that they have strengthened their coverage for mental health care, increased support, or put in place new programs or systems to help in the last three years.” However, there are continued communication breakdowns with employees indicating they are not aware of the resources available to them.
It’s a promising start, but more needs to be done.
How should employers focus on improving their support of their employee’s mental health?
Most studies agree on certain key foundations for creating and sustaining mental health support in the workplace. These include:
- Enhancing medical health plans to include mental health services, particularly through expanding access to mental health professionals. Further, organizations can’t always leave this up to employees to know where to find help. Much like a school offers counselors, organizations should ensure management and leaders have readily available resources to share with employees. A clear communication plan is key for employees to be made aware of new policies and programs.
- Training should be extended to managers to help them better support their team members and direct reports professionally and personally. This includes training on recognizing signs of struggle, understanding cues, opening lines of communication, and pointing employees in the right direction towards help.
- Remove the stigma on needing time off for stress-related issues, not just physical concerns. Needing a mental health day is real, yet many workers may not opt to take them for fear of their managers’ and peers’ perception of performance decline. Creating a flexible work environment that allows for built-in breaks, time slots for therapy appointments, and time off to recharge should be established as the norm.
- Create opportunities for connection for employees with management and peers. Leadership needs to set the stage and understand that today’s workers expect employers to bear some responsibility for their well-being. We spend the majority of our adult life at work, and it is by far one of the most important elements that define us. It’s no longer a means to an end or a paycheck but a significant part of who we are and affects how we grow. Not to mention, work provides the majority of our daily human interactions, so companies must focus on nurturing a culture that makes those interactions respectful and meaningful. Recognizing an employee on a personal level for what they may be challenged with and simply asking “how are you?” can help.
We’ve often been told to keep our personal problems out of the office. And yes, to a great degree, that is sound advice. But discerning temporary problems from actual struggles that need attention is essential. When “people” are a company’s most important assets, we must ensure that they are treated that way when they need help, especially when it comes to mental health well-being. We continue to see the needle move positively towards actively addressing mental health in our workforce. Let’s continue to push it further.
At SSi, our clients see the importance of building a supportive work culture for employees. We recognize that talent expectation is to have a meaningful work experience where they can perform to the best of their abilities. Contact us today to find the right opportunity.