6 steps to creating a workplace mental health & well-being strategy
If there is anything good that has come out of this pandemic, it's that it has become more acceptable to admit that “we are not ok.”
One of the biggest barriers to addressing mental health in the workplace in the past has been the stigma attached to mental illness. As a result, many employees struggle and suffer, forgoing care and treatment that could be life-changing and lifesaving. Perhaps the shame and embarrassment was generational. Many of us grew up in an environment where we were told, “suck it up,” or “life isn’t fair.”
While there may be occasions where there’s truth to both of these responses, suggesting that we consistently shut our feelings out or that our emotions are not significant, leads to a generation of people who have been taught from an early age to ignore their feelings and emotions. In fact, nearly one in five U.S. adults experience mental illness in a normal year. When mental health is ignored in the workplace, it can lead to lower engagement. In fact, personal and family health problems have led to productivity losses equivalent to $225.8 billion annually–and that’s before COVID-19.
Related: Mental health, substance abuse driving health care costs
If there is anything good that has come out of the coronavirus pandemic, it seems that it has become more acceptable in our society, and for many in our workplaces, to ask for help and admit that “we are not ok.” Maybe it’s because, amidst the health risk, the challenges of managing children and households while trying to stay productive, and the overall stress and anxiety over the unknown, none of us are ok. The opportunity to get a glimpse into the personal lives of colleagues, co-workers, managers and subordinates has granted us more opportunities to have empathy and compassion for those around us.
While many employers are struggling to navigate the current climate and modify their business strategy to keep their doors open and sustain jobs, human resource professionals are staying true to their passion – caring for their employees. With mental health & well-being at the forefront of employee concerns, 34 percent look to their employers for resources to help their anxiety during the pandemic. Employers are seeking innovative ways to lift up their employees and capitalize on the current climate where not only is it ok to not be ok, but it’s also ok to seek help.
Most employers have employee assistance programs in place but do not feel the existing resources are meeting the needs of their workforce. To better address employee needs and implement a comprehensive mental health and well-being strategy, here are six steps to consider. comprehensive program:
1. Take Inventory
Ask yourself the right questions to understand where your programs might need improvement.
What benefits and resources are currently in place for employers? Are there policies in place to promote mental health and well-being? Does your company have an effective communication place in place to address mental health and well-being? Is there a stigma attached to mental health and well-being in your organization? All of these questions will help benefits and HR professionals understand where solutions are working, or where other programs are needed.
2. Survey employees
After understanding where mental health and well-being programs stand from an employer perspective, look to your employees to gain insight. Surveys can be a great tool to gain a better understanding of what employees feel is lacking within the organization and what would satisfy their needs. Ask employees what resources they want and value, find out the barriers they feel prevent them from getting the mental health help they may need and determine if employees are even aware of existing mental health and well-being resources. Through this kind of survey benefits and HR pros will better understand the perception of the company culture and level of care and concern for employee mental health and well-being.
Additionally, survey results can stand as benchmark data for employers to look back upon and measure improvement after implementing new programs. If surveys are not the right fit for your organization’s culture, encourage employees to reach out to their managers, or consider developing focus grounds to gain similar information. Remember that a pretty graph is not what you are after – it’s the honest answers from employees that are most valuable.
3. Address your organizational culture
Next, addressing the organizational culture around mental health is key to creating progress. According to Mettie Spiess, founder of the nonprofit A World Without Suicide (AWWS), there are three ways to create a stigma-free culture.
First, give a voice to mental health by using stigma-free language in the workplace and making it ok for people to talk about. Second, use vigilance – train your leadership and management teams on policies and protocols to address mental health issues with employees. Finally, from an organizational standpoint, place the same value on mental health as you do on physical health.
4. Beef up tools and resources
To improve mental health for all employees it’s crucial to provide employees with the right resources. There are several apps and training tools that focus on resilience, stress and anxiety, mindfulness, and even cognitive function. For example, we use a tool called Total Brain, which measures “brain health” and offers ongoing games and training exercises to help improve stress reduction, emotional intelligence and focus, to help our employees manage stress and focus on their mental health.
5. Expand your EAP offerings
Looking back at the employee assistance programs already in place and determining where changes are needed. For example, during the pandemic, many employees will need alternative options to in-person visits while practicing social distancing. Additionally, consider adding new services that allow employees to seek help in a way that makes them feel comfortable such as virtual coaching.
6. Measure the impact of your efforts
Once new mental health and well-being practices are in place, it’s critical that you are able to measure the impact of their efforts both qualitatively and quantitatively! This may mean continuing to conduct pulse check surveys, encouraging managers to have personalized check-ins to gauge valuable qualitative feedback from employees, or reviewing medical and pharmacy claims for a more quantitative approach.
Regardless of the mental health and well-being benefits and initiatives you choose to implement, make sure you examine the organizational culture to encourage employees to access the support they need. You can have the best resources in place, but you will not see a change in the overall mental health and well-being of your population if no one uses them.
Some of the most impactful changes don’t cost a thing, but require a commitment from the leadership team to create a cultural shift. For more tips on creating a stigma-free workplace, check out our stigma-free workplace blueprint.
Shira Wilensky, national health & well-being practice leader, OneDigital.
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