When it comes to supporting employees’ mental health, words matter, but actions matter more

A silver lining of the pandemic is that it pushed discussions about mental health out of the realm of taboo and into the spotlight. And while openly discussing — and creating a space for others to discuss — mental health concerns is important, leaders need to take a more holistic approach to investing in employees’ mental wellbeing. For many, this will include reexamining their workplace policies, benefits packages and other perks that aim to help improve mental health in and outside of the workplace.

It’s now abundantly clear that mental illness is a “silent epidemic” that has been exacerbated by COVID-19. Studies abound quantify the toll the pandemic has taken on everyone, from frontline workers and health care professionals to parents, children and young adults. And because small businesses were more likely to furlough workers or go out of business entirely, the pandemic has been particularly stressful for their employees.

Our annual WorkForces Report found that nearly one-third (30%) of small business employees feel their mental health negatively affected their job performances last year. In the same vein, half of small business employees rated their current level of burnout as moderate to very high. And to add more strain to what these employees are experiencing, almost half (47%) of small business workers have high anxiety about health care costs beyond what their insurance covers. Unfortunately, this chronic stress could be putting the mental and physical health of small business employees at risk.

While this tension is evident for employees, employers are also feeling the stress of the associated costs. Many small business owners want to support employees’ mental health but perceive barriers in doing so, especially when it comes to cost — health coverage is more expensive for small businesses, which often have razor-thin profit margins in the first place. On average, small businesses paid between 8 and 18% more than large firms for the same health insurance policy. At the same time, businesses accrue substantial costs from employee absenteeism due to illness (both physical and mental).

In order to attract and retain talent, small business owners must make employees’ mental wellbeing a priority. However, we know there is no silver bullet to addressing mental health challenges. Rather, it requires that holistic approach I mentioned earlier, that includes:

1. Health benefits that incorporate coverage for mental health conditions, so employees know that their employers value their mental wellbeing both at work and in their personal lives.
2. Supplemental insurance to help with the out-of-pocket expenses related to mental health care and to protect your income if you’re unable to work. Financial restraints can negatively affect your health and shouldn’t add to the stressors that come with seeking care for physical and mental health concerns.
3. Other perks that promote mental health (telemedicine, yoga classes, meditation app, etc.), which can make health care more accessible and add proactive measures to help employees to take control of their health.
4. Workplace policies that promote mental wellbeing (flexible work environments, no email after hours, mandatory vacation days, etc.). Ensuring this is the standard and not the exception across organizations will allow employees to feel that their employers value their time and mental energy.
5. Creating an environment in which employees feel comfortable discussing mental health concerns, with leaders setting the example. It’s no longer off limits to have these discussions at work. We know that people are not robots; feelings and emotions are valid and should be encouraged in the workplace so there are no questions as to how an employee may feel when it comes to their mental health.
6. Encouraging managers to be intentional about checking in with their direct reports in an authentic manner. Being a manager is not simply about monitoring performance and what direct reports are doing; it’s also about monitoring how they are feeling and understanding where managers may be able to step in to help direct reports in finding the resources they need.

Read more: Holistic wellbeing: Resources to support employees in their day-to-day life

Nearly half of American workers are employed by small businesses. By taking a proactive approach to investing in employees’ mental wellbeing, small business owners can substantially move the needle on addressing the mental illness epidemic. Leaders need to set the example by establishing healthy barriers between work and personal time and sharing what they’ve done to improve their own mental health. But it’s just as important for small business owners to provide a safety net for employees and make it clear that they will not face repercussions — financial or otherwise — for taking time off to focus on their mental health.

Kim Rudeen is Vice President, Product Development and Management at Aflac U.S.