In today’s fast-paced and demanding workplaces, mental health has become an important part of overall wellbeing. While the workplace was primarily seen as a place of productivity or performance, it also plays a huge role in mental health. With the race to success and growth, mental health is likely more of a strategic imperative than a moral one. In this article, we will talk about why mental health is so important in workplaces, the challenges we encounter, and the ways to create a climate of wellness and growth.
The State of Mental Health in the Workplace
1. Prevalence of Mental Health Issues
Mental health problems are common in the workplace. Recent statistics indicate that approximately 1 in 6 employees experience mental health problems at work. The COVID-19 pandemic has added yet another level to employees’ mental health. In fact, 81% of workplaces reported an increase in attention for employee mental health. Despite this developed awareness, employees still feel unsupported: only 13% of employees felt comfortable talking about mental health with their managers.
2. Impact on Productivity and Business Outcomes:
The consequences of poor mental health can affect not only the individual but also an organization’s performance:
- Absenteeism and Presenteeism: Mental health issues cause high rates of absenteeism, with employees taking 34 million sick days on average per year in the UK alone. When employees are present, they are at work physically, but mentally they are unwell. Employers in the U.S. spend about $150 billion every year in lost productivity due to presenteeism.
- Health Care Costs: For those employees that didn’t address their depression, they are 35% less productive. The U.S. loses $ 210.5 billion every year in costs related to depression: absenteeism, slow down productivity, and the cost of medical care.
- Employee Turnover: When employees are burned out and stressed (also traumatized), they typically leave their jobs. This results in the need to recruit, onboard, and train new employees and it contributes to team cohesion and stability problems.
Challenges in Addressing Workplace Mental Health
- Stigma and Discrimination
Despite increased awareness about mental health, stigma related to mental health is a serious roadblock. Approximately 35% of employees have been discriminated against in the workplace as a result of stigma due to mental health challenges. Stigma can create a barrier to accessing help and can cause people to conceal or hide their struggles, perpetuating a cycle of not seeking help and being in pain.
- Inadequate support systems
Many organizations do not have a clear approach to supporting employee mental health. Only 30% of employees have any mental health coverage via their employer benefits plan. There are many barriers to individuals feeling empowered to seek help or speak about mental health; only 23% of employees feel comfortable mentioning their mental health challenges with their manager.
- Generational factors
Younger generations (Millennials/Gen Z) are more openly talking about mental health, they often feel unsupported and unrecognized. 89% of Millennials/Gen Z say mental health resources influence their decision to stay with an employer, only 60% feel comfortable taking a mental health day at work
Strategies for Building a Culture of Wellness
- Encourage Open Dialogue
It is important to encourage conversations and discussion around mental health. When employees are challenged, it is a mental health concern that needs to be focused on. Having an open dialogue without fear of harassment and the freedom to express a message builds safety, trust, and support. Training leaders and managers in active listening mechanisms while emphasizing empathy can be useful.
- Provide Mental Health Resources
Providing comprehensive mental health resources of various types to employees. If employees can access counseling services, Employee Assistance Programs (EAPs), stress management workshops, etc., they feel an explicit commitment to mental health at their workplace. It is important to provide access to all such resources expansive and concise while ensuring they can access them confidentially.
- Allow Flexible Work Environments
Flexible work arrangements and schedules can give employees a more desirable work and life balance. Achieving a more rational balance reduces stress and can have a more positive bearing on mental health. Employers who consider flexible work as part of their wellness initiative benefits do see an increase in employee satisfaction – 35% of flexible work arrangements said they feel satisfied.
- Encourage Work-Life Integration
Work and life can become intrusive of each other; employers can encourage a healthy work-life integration by adding boundaries, by encouraging their employees to take breaks and vacation time, that encourages their mental wellness as well. Ensuring employees do not feel pressure to be always accessible is a key factor in mental health.
- Offer Training & Education
When you provide training and education on mental health awareness and stress management, you are equipping employees and managers with tools to recognize the signs of mental health concerns and support employees.
- Recognition & Appreciation
Completing recognition and appreciation of employees regularly can have an impact on the mental health of employees. When employees feel valued and appreciated, this contributes to a positive work environment.
- Lead by Example
Leaders and managers should model healthy work-life balance and prioritize mental health. By modeling behaviors, employees will feel more comfortable doing the same here.
- Regular Check-Ins
When you are able to schedule regular check-ins with employees regarding their well-being, you can proactively address concerns of the immediate well-being of the employee. These check-ins can either be one-on-one meetings or voluntary team discussions where employees feel heard and supported.
The Business Case for Mental Health Investment
Investing in programs and policies around mental health at work can be worthwhile financial investments for organizations:
- Return on Investment (ROI): For every $1 spent on intervention for mental health at work, there is a return of $4 for improved health and productivity.
- Reduced Absenteeism: Wellness programs that include mental health support show reductions in absenteeism of as much as 41%.
- Greater Employee Retention: Companies with broader wellness programs experience an average ROI of $3.27 for every dollar spent.
- Improved Productivity: Employees who are wellness program members are 25% more likely to be pleased with their job.
Conclusion
Mental health is a vital component of a healthy workplace. Solving mental health issues, and encouraging a wellness-in-the-workplace culture produces two outcomes: improved mental well-being for employees, and organizational success and benefits.
When organizations take a comprehensive approach to wellness and mental well-being, including open communication, access to the right resources, and normalizing work-life balance, employees feel supported and valued and are positioned to think, grow and develop.
This focus on wellness and mental well-being can lead to innovation, adaptability, and ultimately competitive advantage in a fast-paced business environment, allowing organizations to thrive in the long-term.
