Mental Health Matters
Three low-cost, high-impact benefits you can offer to your people right now.
May is Mental Health Awareness Month and if you consider yourself a great HR or People Ops professional, you likely had it posted on your calendar (along with National Asparagus Day and International Harry Potter Day, of course). In today’s world, just about any month or day can be labeled to raise awareness or celebrate an occasion. Kidding aside, as employers or leaders, how are we honoring our team members throughout the year or in the course of their professional time with us? What are we doing to better invest in these causes we say we care about?
When it comes to mental health, the data speak for themselves. According to recent statistics, 1 in 5 Americans experience a mental health concern, with 1 in 20 adults suffering from a serious case of mental illness. In addition, according to a recent Gallup survey, over half of the population reports being stressed with a majority of the workforce admitting to experiencing work-related stress. Sprinkle in the negative effects of the pandemic and we’re unfortunately facing some serious, long-term health consequences.
What does this mean for you as a leader or employer? Well, quite a lot. Mental illness and stress not only impacts an individual’s quality of life, but it can also impair a person’s physical health, interpersonal relationships, memory and productivity. Think burn-out or Zoom fatigue are just workplace expressions? Think again. Mental health problems have an impact on businesses and bottom lines directly through absenteeism, decreased productivity and profitability, as well as an increase in costs associated to combat these issues. Even worse, these can impact culture and morale tremendously—causing a ripple effect throughout an organization.
So, how can employers better help their people? Below are a few ways to support your team members’ mental health and overall well-being:
Review paid time off policies.
Although many companies see the benefit in designating “mental health days” for their people (“See, we’re a forward-thinking company!”), it is likely not the best method to use to encourage time off or days of rest. Due to ongoing stigma or personal privacy concerns, employees may not want to disclose information regarding their mental health status to their manager or coworker. This sort of PTO policy may backfire—leading to less time taken or other PTO (e.g. vacation time) being used. Instead, companies should consider combined time off plans, which leave it to the discretion of the employee. It may also be beneficial for a company to consider alternative options, if possible. DTO, flexible hours, or remote options could provide more flexibility (and less stress) for a person needing time to focus on health. Worried about the consequences or structural limitations of such a policy? Then let’s talk. I have ideas for you.
Offer wellness perks.
This growing trend, especially since the pandemic, is one that is easy to implement and can be a low-cost option for your business. While traditional programs, such as an EAP, can be a nice offering, they can be costly and take time to set up. Offering health stipends or “perks” is a great alternative that can pack a big punch. Some popular options include on-site yoga and meditation classes, healthy lunch programs, gym membership stipends, and contributions to child care services. Looking for something less formal? Even mentoring groups or social functions have been shown to improve morale and mood. Want to offer more robust mental health service offerings? Consider partnering with a local mental health care group for a seamless referral program or look into bolstering your company’s mental health benefits. Before rolling out any program, be sure to poll your team and gather appropriate feedback on what would bring the most value to your people. Whatever it is, keep in mind that sometimes, a little can go a long way.
Create a culture of understanding and support.
With so many employees now experiencing some form of stress or hardship over this last year, it’s imperative that companies double down on efforts to create a more balanced atmosphere for their people. While still keeping business goals and objectives in mind, employers can make genuine efforts to formulate a culture that promotes compassionate leadership, mutual respect, flexibility and understanding, and open and honest communication. Not only will this build trust between leadership and teams, but it will also promote a supporting and engaging climate in the workplace. Some great ways to get started include emotional intelligence coaching, crisis management training, and strong people operations support.
Whether you decide to implement one or any of these solutions, mental health and wellness initiatives offer an extra level of support to employees whenever they may need it—and it provides significant returns for businesses. Happy people = success.