Dear HR leaders: Mental health needs to be a part of your company's culture

The pandemic fundamentally changed how Americans approach work. Mental health support in the workplace shifted from a nice-to-have to a must-have benefit. Amidst this backdrop, it’s clear the job of human resources professionals looks very different, and current and new HR leaders will be required to serve as counselors or confidantes for employees in the workplace. For companies to retain top talent, or attract new employees in the current labor market, employers and HR leaders must create a workplace environment that prioritizes employee wellbeing by making mental health a part of the company culture, rather than just adding benefits.

Here’s why it’s important. In Talkspace’s Employee Stress Check 2022 Report, which polled 1,400 full-time employees in the U.S., finds that 86% of employees feel fulfilled at work under a supportive manager, and while 32% were likely to quit their jobs in 2022, 57% would likely stay if their workplace offered more mental health services, even more so amongst those considering quitting (66%).

As a majority of employees in the U.S. find work to be too stressful and continue to experience significant burnout due to a myriad of issues including workplace policies related to COVID-19, staffing shortages and turnover, rising inflation and economic anxiety, and other fluctuations, it’s important that HR leaders step in to support their employees’ mental health and encourage leaders through the organization to make it a part of the company culture.

Here are 4 steps you can take to build a culture of wellness and help safeguard against “quiet quitting” and burnout among employees:

1. Be an example, practice and encourage a healthy work-life balance. Work-life balance is an essential component of reducing anxiety in the workplace and allows your employees work-free space to restore and refresh in order to  contribute to a more engaged and productive workforce. HR leaders should build awareness and model good behavior and habits – not only in setting the right expectations about work-life balance, but also giving employees the permission to prioritize their mental health. This could be as simple as taking your allocated PTO and really disconnecting. This means not sending emails or calling in for meetings while on PTO so employees understand that they are allowed to disconnect while they are on PTO as well.
2. Foster supportive work environments and elevate mental health to a company value. As an HR leader, you play a crucial role in shaping the culture of your organization. While there is no one-size-fits-all solution, you should regularly discuss available mental health resources that your employer provides and encourage employees to use them. You must also be willing to listen to employees and be receptive to change, as well as offer new resources and ways to support their mental wellness. In addition, management and team leads should receive training on how to foster a culture of appreciation in the workplace. Gratitude and appreciation have been demonstrated to release dopamine, serotonin and oxytocin, the neurochemicals associated with optimism, positivity and human connection. Recent studies show that fostering a workplace culture of appreciation has multiple benefits, including improving overall employee wellness and job satisfaction, as well as decreasing exhaustion and cynicism among employees.
3. Schedule regular check-ins. Creating clear lines of communication between you, your co-workers, and employees, can help everyone feel happier, and more at ease in the workplace. Having one-on-one time with supervisors helps establish working relationships. It’s also helpful for supervisors to ask how the employee is doing personally as well. This helps to identify any early warning sign that more support might be needed as well as building the relationship. Think about setting up office hours where employees can freely drop in for an informal conversation, creating regular check-ins to make space for dialogue, or repurpose open work spaces in the office for more effective team collaboration and conversation.
4. Raise the Emotional Intelligence (EQ) bar.  Prevent (or disrupt) toxic work environments by elevating the importance of soft skills: listening, understanding the unique perspectives of team members, identifying and nurturing shared goals, using “we” not “me”. Consider live trainings and other solutions to promote the development of these skills, and remember, there is no one-size-fits-all. Levels of emotional intelligence do not correlate with the number of years in the role. EQ skills can be built and learned no matter your age and leading with empathy helps to create not only better relationships but a more effective organization.

Read more: Expand employee wellness programs to cover your entire workforce

As an HR leader today, it’s critical to be aware of the workplace issues employees are facing and prioritize employee wellbeing. We know that employers who support their employees are more likely to see positive impacts on productivity, absenteeism, presenteeism, time management, and other key factors that lead to better workplace outcomes and employee attraction and retention. Sure, mental health services are a benefit, but employee wellness starts with the individuals that drive the culture.  It’s your time to meet the moment and ensure current and future employees are supported not just for the company culture, but for your employer’s balance sheet too.

Laura Magnuson is VP, Clinical Engagement at Talkspace, a leading provider of high-quality digital mental health services.