What Can You Do As An Employer?

Look At Your Workplace Culture

Now, you've probably spent hours creating a culture of wellness in the workplace that fosters open communication and reduces stigmatization surrounding mental health challenges. And it is working. You are addressing mental health issues in the workplace by providing comprehensive mental health benefits (Like SSI), telehealth services, and resources.

Is it enough? Not really, because the best mental health initiatives will not suffice if your employees are still overworked. Creating a culture of wellness in the workplace might look good on paper, but if your managers are not trained to handle employees dealing with mental health needs while they are/might be dealing with their mental health challenges, then it is all for not. 

If employees are dealing with unclear expectations, bullying, or harassment every day, then mental health challenges will continue to rise in the workplace. And guess what? You, the employer, are responsible for adequately addressing all these issues. 

Think about it this way: employees miss work yearly because of stress, totaling 12 billion workdays yearly. The cost of this type of absenteeism is $1 trillion. And the more you deal with absent employees, the more you contribute to this statistic. So yes, mental health challenges affect your bottom line. And this is what you can do:

Train Your Managers

This is what Dr. Joe Grasso, VP of workforce transformation, said about managing mental health challenges in the workplace:

"Managers who practice key skills, such as managing workload capacity, fostering career growth, and providing greater job control, can improve well-being, job effectiveness, and engagement across the team in the report. These are all learnable skills, but first, managers need to be motivated." 

Strategically start with your managers, and everyone else in the workplace will follow. Why? Enhancing awareness and understanding of mental health challenges among leaders and managers helps them learn about the various forms of mental health issues, their symptoms, and the impact they may have on an employee's performance and overall well-being.

This foundational knowledge is crucial for creating an empathetic and informed management approach that recognizes the importance of mental health in the workplace. So, mental health initiatives like manager training on mental healthmanagement and providing the necessary resources should become a priority in this case. 

Equip your managers with early identification of mental health challenges skills to aid in quicker support and intervention, potentially mitigating more severe mental health crises. Recognizing these signs early can prompt timely discussions and support, fostering a proactive approach to mental health care.

Develop the skills necessary for sensitive and effective communication. This includes learning to initiate conversations about mental health, listen actively, and provide reassurance and support. Effective communication fosters a culture of openness, encouraging employees to speak up about their mental health challenges without fear of judgment or reprisal.

Talk to your benefits advisor or broker about providing suitable workshops or programs as part of your mental health benefits. This might include flexible working arrangements, mental health days, access to counseling services, and a clear process for seeking help. Training ensures managers understand how to apply these policies fairly and consistently, enhancing their effectiveness.

Managers should also learn strategies for creating a workplace wellness culture. Remember, your managers are directly handling your employees. Therefore, they are your first line of defense against mental health challenges.

Empower them to handle minor and complex mental health challenges, even if it means recommending PTO to get proper treatment, and your mental health challenges will start to deteriorate. And don't forget that managers, too, can experience mental health challenges. 

So, provide them with strategies for managing their mental health, including stress management, work-life balance, and self-care techniques. Besides, a mentally healthy leadership team is better equipped to support employees and advocate for mental health initiatives.

Change Your Workplace culture.

Heavy workloads, unclear expectations, bullying or harassment, and a lack of managerial support are all mental health risk factors. As employers, recognizing and addressing these risk factors can lead to a healthier, more productive working environment.

Start with clarifying roles for your employees. Clarity in roles, expectations, and feedback mechanisms eradicates ambiguity, reducing employee stress and anxiety. Establish open lines of communication where employees feel valued and heard. 

Regular check-ins for transparent dialogue bolster confidence and a sense of belonging. Then, champion for work-life balance among your employees. You underline the importance of rest and recuperation by advocating for a work-life balance, offering flexible working hours, and encouraging employees to take their full leave entitlements.

This enhances productivity, employee satisfaction, and loyalty. Beyond reactive measures, offer proactive support through accessible mental health resources. Consider offering Employee Assistance Programs (EAPs), mental health days, and resources for stress management, counseling services, and mindfulness programs. 

These mental health initiatives underscore your commitment to employee wellness. Speaking of creating a culture of wellness in the workplace, ensure your workplace doesn't tolerate bullying or harassment and supports its employees in times of need.

Implementing strict policies against workplace harassment and providing channels for employees to report concerns safely and confidentially are vital steps. Managerial training should also emphasize empathy, support, and constructive feedback, ensuring leaders can nurture and protect their team's mental health.

Foster a sense of belonging by encouraging a supportive community within the workplace to reduce feelings of isolation. Team-building activities, inclusive events, and groups focused on wellness and mental health can strengthen bonds among employees, creating a supportive network that recognizes and addresses mental health challenges together.

Conclusion: Lead By Example

Cultivating a healthy workplace culture starts at the top. When leadership exemplifies the values of empathy, respect, and support, it sets a precedent for the entire organization. Leaders who openly prioritize their mental health and respect boundaries encourage their employees to do the same, fostering an environment where well-being is paramount.

As an employer adept at addressing your team's mental health challenges, you understand the crucial link between nurturing a culture of well-being and achieving stellar performance. In an era when the demand for mental health support in your workplace is at its peak, your employees look to you to make their mental well-being a priority. 

By meeting these calls with enhanced support through comprehensive benefits and healthier workplace practices, you're not just boosting employee wellness but also directly contributing to the financial strength of your organization. This dual victory underscores your role's importance in fostering a healthy workplace and a robust bottom line.

With that in mind, contact us to explore tailored mental health benefits and initiatives designed to cultivate a thriving, high-performing workplace culture.