Poor mental health in the workplace continues to be a growing issue. Work-related stress is rising and its negatively impacting employee productivity. Approaching employee mental health conversations with empathy is crucial to employee wellbeing.
So says Joan Woodward, Executive Vice President of Public Policy for Travelers and President of the Travelers Institute. Woodward provides warning signs for employers to look out for, and offers actionable steps for managers to create a supportive environment, including open communication, active listening, and regular check-ins.
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The issue of mental health has drawn more attention across all areas of life in recent years. How pervasive is this issue in the workplace?
Mental health has become a main topic of concern among today’s business leaders. In fact, Stress.org reports that 83% of U.S. workers report daily work-related stress. Employees are struggling with anxiety, depression and burnout. This leads to significant impacts in the workplace, including lost productivity, increased turnover, interpersonal conflict and decreased morale. The statistics are sobering, so it’s important that business leaders are provided with the tools and resources they need to take care of their employees.
Are there certain factors that can make employees more at risk for mental health struggles at work?
Several factors can increase the risk of mental health struggles at work, including high job demands, lack of control over work, poor work-life balance, job insecurity or a lack of support from management and colleagues. These factors can contribute to stress, anxiety and other mental health challenges.
What are some warning signs to look out for in an employee who is struggling with their mental health?
Employers can look for changes in behavior or performance, such as decreased productivity, increased absenteeism, withdrawal from colleagues, noticeable changes in mood or demeanor, and difficulty concentrating or making decisions. If an employer notices that their colleague is not themselves, reach out to them.
What are some actionable steps that business owners and managers can take to create a work environment that prioritizes mental health?
Five steps managers can take to support their employees’ mental wellbeing:
- Open communication: Foster open communication about mental health. Normalize conversations about stress, burnout and seeking help. Let your colleagues know that it’s OK to not be OK.
- Active listening: Practice active listening skills to create a safe space for employees to express their concerns.
- Recognize signs of distress: Train managers to recognize common signs of mental health struggles, such as changes in mood, productivity or behavior.
- Regular check-ins: Schedule regular one-on-one meetings to discuss workload, goals and overall wellbeing.
- Lead by example: Demonstrate healthy work habits by taking breaks, respecting boundaries and maintaining a positive attitude.
Do you have advice for managers looking to facilitate an open dialogue with an employee they are concerned about regarding mental health?
It’s important for managers to approach the conversation with empathy and active listening. Create a safe and confidential environment for the discussion, express concern without judgment, and offer support and resources. We also recommend leaders to be patient and understanding, allowing the employee to share as much or as little as they feel comfortable with.
Mental health can sometimes fall to the wayside when it comes to medical coverage. What are the benefits of investing in employee wellbeing beyond physical health?
When managers prioritize employee wellbeing, they could see improved employee morale, increased productivity, reduced absenteeism and lower turnover rates. A supportive work environment can also enhance employee engagement and loyalty, ultimately contributing to the overall success of the organization.
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