Helping your employees who are not okay: Prioritize mental health

A seemingly never-ending pandemic, a divisive political environment, social unrest, unchecked inflation and a looming recession … the daily news cycle and life’s latest challenges are taking its toll on the American workforce. Research from Boston University found elevated rates of depression, that tripled in the early days of the coronavirus pandemic, have continued to get worse with one in every three American adults affected.

The cost to organizations cannot be overlooked as stress and related health care costs, absenteeism and presenteeism are estimated at $300 billion a year. As adults spend more time at work during their waking hours than any other activity, employers have an opportunity to provide support and resources to help employees address mental health and wellbeing. According to a recent survey conducted by the non-profit Midwest Business Group on Health, employers shared stress management is a top priority (85%), with financial wellbeing and depression also key areas of focus.

But where’s an employer to start? It’s important to establish a baseline when embarking on any new program.

Once a baseline is established, some of the practical strategies that benefits and HR leaders should consider implementing to improve mental health and wellbeing in the workplace include:

• Create an awareness about the importance of taking care of one’s mental health and wellbeing and offer tools and programming to build resilience. Partner with local and national organizations, including employer coalitions, to extend and share best practices.
• It’s okay not to be okay. Be supportive and make it easy for employees to find resources that can help. Keep the messaging fresh and timely. Offer accessible, affordable, comprehensive solutions that avoid high deductibles, are easy to implement, and engage and motivate employees.
• Remove stigma in the workplace. This is easier said than done but start by asking senior leadership to lead by example by talking openly about mental health. Establish a mental health and wellbeing employee resource group, share employee testimonials, and encourage healthy dialogue at the workplace around this topic.
• Focus on total person health and offer programs that promote healthy lifestyle and work-life balance. Communicate the importance of taking time off to relax and refresh – consider offering paid “mental health” day(s) and make managers accountable for employees taking their earned vacation time.
• Train managers to notice and support employees who may be experiencing a mental health or substance use concern or crisis and connect them with appropriate employee and community resources. Mental Health First Aid is one such training.

An excellent example of an employer focused on supporting not only the physical, but mental, financial and social wellbeing of their employees is the State of Illinois. Be Well Illinois is a program for state employees, retirees and their dependents that offers a comprehensive approach to wellness. Participants benefit from health plan information and educational resources including wellness webinars, monthly health awareness campaigns, financial wellness, healthy eating and exercise. Taking a more holistic approach to health and wellbeing and creating an environment and work culture that supports these efforts makes it easier for employees to engage in these programs and supports their success.

Read more: Making it work: How benefits professionals approach mental health

A comprehensive wellbeing program can improve employee health and an organization’s bottom line. Employers who value and are committed to creating a worksite culture of health will reap the benefits through improved employee health and morale that will help drive the success of your organization.

Dawn Weddle is the Director of Member Engagement, Midwest Business Group on Health.