Making Mental Health Matter in a Fluid Workplace

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There isn’t any shortage of reasons to be stressed these days. Briefly glance at the news, skim through your social media feed, or just take a moment to reflect on your job. Chances are, you’re bombarded with mental health triggers from the moment your day begins.

Undesirably, these stressors are not limited to our personal lives but extend deeply into our professional environments.

It is crucial to recognize that the workplace is not just a space for clocking in and out. For many, it serves as a vital source of social connections and emotional support.

Therefore, it’s our collective responsibility to transform these spaces from monotonous environments to vibrant ones that prioritize and nurture mental health. Identifying and addressing triggers in real time is a significant step in this transformation.

Inconveniently, this has not been the standard across the national workforce. A study by Gallup found that anxiety at work is at an all-time high, with about 44 percent of employees surveyed experiencing heightened stress at work.

There is also an economic component to consider when organizations fail to recognize a shift is needed. Evidence shows that the cost of overlooking support for workers’ psychological well-being is staggering.

The American Institute of Stress reports that the inability or reluctance to correct employee burnout is one of the greatest challenges facing the economy, to the tune of $300 billion annually, citing absenteeism and lost productivity as leading factors.

Companies should not underestimate the critical role they play. It’s high time we acknowledge that caring for the psychological health of our workforce should be a non-negotiable priority for every corporation.

For those of us who feel compelled to champion a supportive environment for mental well-being within our companies, the journey is young. Advocacy is only half the battle. Even for the most dedicated advocates, the real challenge lies in taking practical steps to initiate change. Here’s how you can start.

Listen

Does your company periodically gather data on stress-related sick leave? This data can be invaluable for HR in gaining insights into the underlying factors contributing to stress.

Companies hold the power to enact profound change. By embracing the dialogue around mental health, and empowering employees to voice their concerns without judgment, corporations can begin to cultivate the elusive safe space. This isn’t just a matter of empathy, it’s a tactical imperative.

For such an environment to truly exist, it must start from the highest echelons of leadership.

Imagine the impact of an executive who bravely shares their personal mental health journey with the entire organization. This act of vulnerability from a senior leader not only paves the way for others to feel secure in sharing their own struggles and experiences but also fosters a culture of open dialogue, dismantling the stigma surrounding mental health within the workforce, and creating a safe haven for all to follow suit.

Listening at scale is one practical approach to identifying organizational support miscues.

Crowdsourcing, a notably transparent method of gathering feedback, is another method that empowers employees to co-create prioritized solutions.

Learn

You don’t have to be a professional to benefit from learning how to spot struggling mental health signs and symptoms.

In fact, normalize equipping all employees with training designed to identify stress and burnout. For employees in leadership roles, it is even more essential to have a comprehensive understanding of the challenges their teams may face and how best to offer support at the earliest opportunity.

Integrating mental health training into your strategic plans isn’t just about ticking a box.

This shift will initiate the process of breaking down associated stigmas around stress-related concerns within your organization.

Lead

Implementing a comprehensive stress management policy and ensuring its adoption among both people leaders and direct reports is central. This framework equips your organization with clear parameters and commitment from the top down.

Many companies are experiencing significant benefits from implementing Paid Time Off (PTO) policies.

Establish well-defined guidelines for what PTO entails within your company. These policies allow time to recharge and underline your employer’s commitment to your work-life balance, a crucial aspect of your overall well-being.

Additionally, some companies have gone as far as offering mental health support services to their employees, which should also be clearly communicated as a resource available to them. Prioritizing a healthy work-life balance will work to surge retention, and also makes your company more appealing to potential hires.

Let’s not forget our shared humanity. As a representative of your company’s workforce, you might also be grappling with mental health challenges. It’s important to stay authentic. To be an innovative leader, build trust by showing your human side. Be the individual that doesn’t shy away from sharing the stresses you experience.

Remember, driving positive changes in company culture often begins with an example. Lead the way forward.

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