Why You Need to Communicate With Your Employees About Their Mental Health
Attention to employee mental health is not new for HR. However, the severity of the challenges employees are facing to their wellbeing certainly are—and that makes HR investment in this area all the more essential.
The challenges of the last year have taken their toll on employees: Total Brain’s Mental Health Index found that, between November and December 2020, employee risk for depression jumped 48%, matching numbers first seen at the start of the pandemic in spring 2020. Employees’ ability to focus also hit a record low, dropping 62% just that month.
The pandemic has certainly been a prime driver of these stark statistics. Employee mental health doubtlessly started suffering as workers were sent home and had to juggle new remote environments, which could mean longer hours, new technologies, even strained communication with colleagues, supervisors and reports. These transitions happened while many were also learning to homeschool children, take care of elderly parents and handle other household responsibilities. Layer on top of that the widespread anxiety over the duration and outcomes of the pandemic and their impact on personal health—along with rising social unrest and a divisive political environment—and it’s no wonder that employee mental health has suffered.
HR and business leaders have a responsibility to support the wellbeing needs of their workforce. Apart from the ethical implications, there is a strong business case for tending to employee mental health—better mental health outcomes have been linked to higher productivity, higher employee satisfaction and lower employee turnover. When employee mental health is bolstered by the employer, that also supports strong company culture as the organization becomes one in which employees feel valued and psychologically safe to bring their whole selves to their work.
How to Support Employee Mental Health
Communicate transparently with employees about mental health, and how the organization takes it seriously. Ask them what resources they need to help them through a difficult time.
Inform the entire workforce about resources like an employee assistance program (EAP) and counseling benefits, as well as how to access them. Ensure that everyone understands accessing this information is confidential.
Connect employees to mental health apps like those that encourage meditation and better sleeping practices. There a lot of these out there, curating the many and coming up with a few good ones may help a stressed person.
Encourage your employees to focus on their physical health as well – a good wellness program can go a long way. Something as simple as taking a walk is a good start – eating well and exercising are known to improve one’s outlook.
Even without formal programs in place, it is important to start the conversation and demonstrate to employees that their supervisors and management understand the stress they’re facing and are there to assist in any way they can. Talking about mental health lessens the stigma and employee may feel and can give your employees an opportunity to just vent if that is what is needed or help you and them to identify those who may need more serious assistance from a mental health expert.
Start putting your staff back on the path to better health today!