The Best Ways Employers Can Promote Workers’ Mental Health
Over the past two years, several events have led many people to feel anxious, depressed, and generally off balance. The pandemic has had an undeniable impact. So has a contentious election, the murder of George Floyd, and widespread economic uncertainty.?
In addition to that, each person has their own set of life circumstances they may be dealing with at any moment. We are truly living in unpredictable times, and it’s impacting our mental health.
The good news is that even before the pandemic, many companies were increasing their focus on employee mental health . Now they must keep those efforts up. This article will look at some important steps that managers can take to foster a supportive, healthy culture.
Get Educated
Management can help best when they understand some of the most common struggles that workers may be experiencing and how symptoms of those things may manifest. Here are some of the more common issues that managers will see and that they should be educated about:
It’s important to remember that different people will display different signs of these conditions. They will also have varying coping skills and support systems in place. Even cultural and economic differences can cause mental health concerns to impact people differently.
Be Willing to Be Forthcoming
We certainly have a long way to go, but we’ve come a long way towards destigmatizing mental health struggles. This progress could be because the past two years’ events have taken their toll on all of us. Whatever the reason, managers can help continue this trend of acceptance and encouragement of self-care.
The key is to simply be forthcoming. Share your struggles with mental health, what you are doing to help yourself, and how you are available to anyone on your team who has concerns about their wellness.
Of course, this requires leaders to put aside any notion that they must be stoic to appear infallible. Your team will get more value from your vulnerability.
Some brands have used employee-generated video content to share stories of their mental health struggles, advice for developing coping strategies, and company resources for getting help.
Set a Good Example
When it comes to company culture at its most atomic level, team leaders set the pace. If team members don’t see their direct managers modeling healthy behaviors, they won’t feel comfortable doing that either.?
Let them see you taking breaks, setting healthy boundaries on your time and space, and even acknowledging when you are having a bad day.
Check-In with Workers Regularly
Now that so many people are working remotely, it can be difficult to see when a coworker or direct report is struggling. In many cases, the only way to truly know is to ask. By asking, managers also communicate that they care and are available to help.
However, to do this successfully, managers have to engage in empathetic communication . For example, it’s important to listen without disrupting or inserting your personal experience. While that may feel as though you are sharing a common experience, it can often come off as if you are centering your own experiences.
Instead, let workers talk without interruption. Then ask them questions about the kinds of assistance that may be helpful to them.
Avoid Toxic Positivity
One of the healthiest things a person can do is acknowledge their negative feelings, allow themselves to experience those feelings, and express those emotions safely.?
Unfortunately, so many managers have been conditioned to create a happy work environment that they engage in toxic positivity. This process derides negative emotions and can cause workers to feel invalidated and unheard.
People who engage in toxic positivity often have good intentions. They simply want people to break out of negative thought patterns and improve the team’s overall mood. Unfortunately, that’s not the result.?
Be aware of using these phrases or similar when faced with someone who is struggling:
When leaders engage in toxic positivity, they lose the trust of their team members. It only takes dismissing someone’s negative feelings once before they become unwilling to be open again.?
Recognize When Mental Health Issues are Likely to Peak
Management can prepare to help their team members navigate mental health crises simply by being aware of potential triggers. For example, the rush before the holiday season can lead to stress and anxiety in workers.?
The appearance of a new COVID variant can cause feelings of frustration and hopelessness. Even seemingly positive things like upcoming holidays can cause mental health issues to surge.
Offer Practical Help not Feel-Good Tokens
Mental health issues often emerge from genuine needs that aren’t being met and very valid concerns. Sadly, companies usually respond to employee mental health concerns inadequately, if at all.?
Where workers need real solutions to the problems that are causing them to struggle, they often receive “feel-good” perks instead. This approach is a clear sign of toxic work culture .
For example, imagine a team member who is stressed and depressed over unaffordable child care. That employee needs a flexible schedule, the option to work from home, or a childcare allowance. They may even need assistance finding resources to help them. What they don’t need are pizza parties, plaques, or tokens of appreciation.