We need a real commitment to mental health at work. Here’s how (and why)

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There is a lot of dialogue about employee mental health happening now in the corporate world: the importance of prioritizing well-being, making work a safe place, and removing the expectation of dangerous stress and burnout.

But how much is really changing?

While workplace discourse may be changing to recognize the importance of employee mental health, many are only paying lip service. What we do not want, and what I sometimes fear, is that mental health awareness it’s becoming the latest trend with no real, deep connection to how to best support the workforce. With a Ph.D. in psychology, more than 20 years of experience as a psychologist, and 12 years as a coach and educator, I see firsthand little change in large organizations. Unfortunately, what continues is the negative impact on employees of working in environments where their mental well-being is not a priority.

However, it is desperately needed. Seven out of 10 people worldwide are struggling with mental health problemsand there is a worth a trillion dollars of lost productivity due to anxiety and depression in the global economy.

In 2023, the UKG Workforce Institute surveyed 3,400 people in 10 countries and found that two thirds of employees would accept reduced pay for a job that better supports your mental health. They found that managers affect employees’ mental health (69%) more than doctors (51%) and spouses (69%). Even data from the 2022 Gallup State of the Global Workplace survey found that 60% of people are emotionally detached at work: 19% say they are “miserable” and 44% experience stress “a lot.” Interestingly, they found that employees who are “engaged but not thriving” are 61% more likely to experience continuous burnout than those who are “engaged but thriving.”

supervisors micromanagement the working hours of your employees is a crucial issue that affects the mental health of employees. Having someone sitting next to you all the time and not trusting you to execute your tasks causes increased stress and anxiety for people; however, in the US study in 2020 revealed that 64% of employees felt micromanaged. As leaders, it is essential to develop a trusting relationship with your employees. Employees and their managers will never establish a culture of trust if micromanaging takes place.

Something has to change.

We already know that a mentally and emotionally healthy workforce is essential to the long-term success and sustainability of a business. Focusing on wellness fosters a positive work environment, improving productivity and reducing absenteeism. And when employees feel valued, they are more likely to stay with the company longer. We know that high employee retention rates contribute to lower hiring and training costs and a more experienced and cohesive team. It’s a no-brainer: we need a “people first” culture.

So how do we make the workplace a safe place for people to get the support they need?

Related: How to Spot Business Burnout (Before It’s Too Late)

The importance of work culture

Having a workplace culture where people come first, focused on flexibility, well-being and support is a culture that does not prioritize the work of its employees to exhaustion and exhaustion.

Many companies say they are committed to supporting mental health in the workplace, however, that is not what they are modeling. Instead, they’re modeling that they work 60-hour weeks and apparently expect that if management adds ten items to their to-do list, they should immediately prioritize each one. Many employees won’t say no because they fear being fired. There must be alignment between what companies say they will do and what they are actually doing.

How can leaders and their organizations make meaningful change, and what does that look like?

Related: How Entrepreneurs Can Protect Their Mental Health While Being Their Boss

1. Ensure that wellness is an integral part of the company culture

Wellness and mental health are ongoing areas that must continue to be priorities. How do companies show employees they care? mental health support it must be part of an ongoing and ever-evolving workplace engagement that develops and adapts to the changing needs of employees.

What policies do you have in place as a leadership team? How is culture promoting wellness right now? What needs to change, what needs support, and what needs to stop? Don’t think of wellness inclusion as a “quick fix.” Evaluate your current policies and discuss how they need to be improved.

Creating a Mental Health at Work Charter is one way to solidify your organization’s commitment. Adapt it to align with the business model and it will serve as a roadmap for achieving better mental health outcomes for employees. Try to start with what you plan to do each year, and don’t forget to include time to re-evaluate and gather feedback from employees about what they think the company can do to support them.

One option could be to communicate that mental illness leave days are valid in your company. Taking a mental health day when things seem too intense could mean an employee avoids burnout. Some companies in the US offer “self-care days” once a month to their staff, which does not come out of their vacation allowance, but gives employees an additional “free” day off to take time off .

Another option may be to assess your flexible work policy. Since the pandemic began, companies are now proudly displaying their “hybrid” policies in job advertisements, but requiring people to come to the office four days a week on specific days, with one day away from home, is not true flexibility. What is your policy? Does it really support people’s needs?

2. Seek to understand the needs of your employees

Employees with diagnosed neurodivergent or mental health issues often fear discrimination or bias or are concerned about stigma. To create a safe and inclusive environment, organizations should provide mental health and neurodiversity training and education for managers and leaders, and ensure that policies and practices are in place to prevent discrimination and bias. Managing a diverse workforce well involves learning about these differences and how they impact interpersonal relationships, communication, productivity, and well-being.

Support can come in many forms, but what does your workforce need? This is best decided by speaking directly with your employees, or by conducting a staff survey, to explore which parts of the culture are seen as conducive to mental well-being and what needs improvement.

Companies could also use mental health ambassadors Create focus groups around what they think the company can or could do to improve their engagement. Once you have a working group, you can host monthly workshops on different topics: belonging, inclusion, mental health days, and burnout. It will bring people together and gather honest feedback.

3. Lead by example

Modeling healthy behaviors is a crucial step in prioritizing mental well-being at work. Many employees can be told they don’t need to work late or answer emails on the weekends, but if they see their manager doing it, they take it as a clue that it’s the best way to be at work. It’s no good saying you support mental well-being and a healthy work-life balance if you don’t model it. But by doing so, your staff will feel that it is acceptable to prioritize self-care and set limits.

Related: Entrepreneurship is about overcoming obstacles

Don’t worry so much about improving your team’s mental health that you forget about your own. Let them know if you’re leaving early to get some much-needed downtime. Remind them that you’re going for a walk in the middle of the day to get some clarity (plus exercise and fresh air), or let them know when you’re completely turning off your emails and laptop at night and on vacation.

4. Create a culture of connection

A great way to engage in an ongoing conversation about mental health in the workplace is to build and foster a culture of connection through check-ins. You may already have one-on-one conversations with your employees, but how are they typically structured? Perhaps an update on your weekly tasks, deadlines, and ideas for the future?

Consider making mental health a part of these meetings. a study between Mind Share Partners, SAP and Qualtrics in 2020 found that 41% of employees wanted their manager to ask them about their mental health and well-being. Of course, his job is not to be your counselor, but he can listen, learn, and identify if additional support is needed.

A simple “How are you really?” or “What concerns do you have about work or outside of work?” Let them know that they can come to you if they have concerns or stressors, and that you can work together to address their concerns.

Related: Why your mental health is the key to your success in business

As always, an investment in mental health, like any investment in a company’s culture, takes time. But it also requires the deep commitment of the entire company and the belief that it is necessary. By investing in the well-being of their workforce, companies benefit in many ways, ensuring long-term success in an increasingly competitive marketplace.