Don't Just Check the Box, Again: Authentic Approaches to Mental Health at Work in 2024

The change that I saw from businesses around #MentalHealthAtWork from 2020-2022 was phenomenal.

And in 2023, I started to see a regression.

Yes, those feelings of annoyance, resentment, and anger you may be feeling are reasonable responses to what I just said.

I get it – it's a challenge. Like I always say, companies are usually trying to do what they can, when they can, with what they have. But, what I've noticed is this:

In the scramble to be seen as progressive and caring, the danger of performative pitfalls grew, fast.

Tackling mental health discussions at work is like trying to solve a Rubik's Cube blindfolded. It's a challenge, and companies, in their quest to be supportive, often find themselves navigating through the maze with varying degrees of success.

I know that #MentalHealth has become a corporate buzzword and trend-chasing topic, but we all know it's so much more than that. Even a pandemic solidified it. And yet, some companies are struggling to continue to see that this conversation is a necessity.

As usual, I won't claim to write an article that will have all the answers. But, we have to call out performative change, again. Ditch the theatrics, and opt for authentic strategies. Let's take a look at why, and how.

The Pitfalls of Performative Mental Health Strategies

Checking the Box - an Illusion of Action

When mental health initiatives become a check box exercise, it might 'look good', but it lacks substance. Employees are not fooled by the perfunctory (such a good SAT word) approach. They want meaningful engagement, not just another task on the corporate to-do list. Flashy campaigns, one-off events, and reminding people once a year about the EAP won't cut it if there's no real commitment behind the scenes.

Authenticity: The Employee Litmus Test

When Change Isn't Real or Authentic

Spotting authentic change amidst the corporate landscape can be challenging. Words that seem rehearsed and actions that seem staged don't tend to land well.

When change is more about optics than genuine commitment, employees can sense it. The litmus test is simple – if it feels like a performance, it probably is.

Employees can spot this performative act a mile away, and the eye rolls are practically audible. The "See, We're Doing Something" Mirage, creating an illusion of caring, doesn't cut it. Employees want substance, not a performance. It's time to go beyond optics and focus on real, tangible change, and everything that comes with that - warts and all.

Workplace Culture and Attrition Domino Effect

Performative mental health strategies are like a virus in the workplace culture. The consequences? An attrition domino effect. Employees, feeling the lack of authenticity, start updating their #LinkedIn profiles quicker than you can say "corporate charade." A toxic culture becomes the stage for a mass exodus. Attrition rates rise, and the best talents head for the exit, leaving a void that's hard to fill. People will vote with their feet when they can. And if they can't, get ready to see a change for how they show up at work, and do their work. Why would they continue to put in their best for an organization that doesn't give its best to them?

COVID-19: A Catalyst for Change, Not Regression

The COVID-19 pandemic wasn't just a crisis; it was a catalyst for change, especially in the way we view mental health discussions at work. Going backward from this point isn't an option – it's like trying to unring a bell. The pandemic solidified the importance of addressing mental health, and businesses must recognize this irreversible shift. Need more proof, still? Here are some reminders.

The COVID-19 pandemic was a critical catalyst for change in how we approach talking about #WorkplaceMentalHealth . The abrupt shift to remote work, coupled with the uncertainties and challenges brought about by the pandemic, underscored the importance of prioritizing mental well-being, for good. Why you ask? I'll give you 5 reasons:

1. Increased Stress and Uncertainty: The pandemic brought about unprecedented levels of stress and uncertainty. Remote work, health concerns, economic instability, and the blurring of work-life "boundaries" added to the pre-existing emotional toll on employees. Recognizing and addressing these stressors became imperative for maintaining some semblance of a healthy work environment.
2. Remote Work Challenges: With the widespread adoption of remote work, individuals faced new challenges such as isolation, lack of in-person social interaction, and the constant juggling of professional and personal responsibilities. These factors had a direct impact on mental health, prompting organizations to reassess their support structures.
3. Destigmatizing Mental Health: The shared experience of navigating a global crisis helped destigmatize discussions around mental health. As individuals openly shared their struggles and coping mechanisms, it became clear that mental health is a universal concern that can affect anyone, beyond a pandemic. This shift in perception laid the groundwork for more open conversations in the workplace, in many businesses (even though some resisted, and still do).
4. Recognition of Work-Life Integration: The pandemic highlighted the need for a more holistic approach to work-life integration. Organizations started recognizing (more) the importance of supporting employees in their overall well-being, understanding that personal challenges can directly impact professional performance.
5. Prioritizing Employee Well-being: The pandemic underscored the importance of placing employee well-being at the forefront of organizational priorities. Companies that actively promoted mental health initiatives and created supportive environments demonstrated a commitment to their employees' holistic success.

The #Covid19 pandemic forced a reevaluation of workplace norms, putting a spotlight on the critical need for mental health discussions and support. Organizations that embraced this shift not only fostered a healthier work environment, but also demonstrated their commitment to the overall well-being of their employees.

Authentic Solutions in the Corporate Toolkit

So, what's the alternative to performative mental health strategies? How can companies authentically address the well-being of their workforce?

Lead the change curve in 2024.

The genie has been and will continue to, be out of the bottle. There's no putting it back. So if you want to try to create authentic change, or get back to creating it if you fell off the wagon, here's 5 tangible things you can start working on:

1. Open Dialogue - Real Conversations, No Scripts: Encourage genuine conversations about mental health - throughout the whole company. No rehearsed scripts, no corporate jargon. Create spaces where employees feel comfortable sharing their experiences, without fear of judgment.
2. Provide Tangible Resources, Not Rhetoric: Invest in real resources. Counseling services, mental health days, and wellness programs should be more than buzzwords; they should be integral to the corporate toolkit. Do what you can with what you can afford, because it's better than nothing. There are countless free resources out there too - so you can't beat the cost.
3. Leadership Training - Beyond the Boardroom Act: Leadership needs to move beyond the scripted act. They must participate period. Provide training on empathy, communication skills around talking about mental health at work, and recognizing signs of distress. Authentic leadership should be a core competency - I can't believe I'm still saying this. Decision-makers need to lead by example. Hold them accountable for championing mental health initiatives, not just paying lip service. Authenticity starts at the top.
4. Equip Your Workforce: Everyone needs to have this skill set to some degree, to talk about mental health at work, regardless of job title of tenure. Maintaining this change long-term goes beyond just equipping your leaders - it means equipping everyone. Conversations can happen in so many different ways, so don't create a bottleneck of who knows how to receive or facilitate them. Invest in making sure your whole workforce has access to, and understands the importance of, having (and maintaining) this conversational literacy.
5. Mental Health Metrics - Measuring What Matters: Make mental health a key performance indicator. Success should be measured not only in profits, but also in the well-being and satisfaction of the workforce.

Inspiration for a Change-Fueled 2024

As we stride into 2024 (sounds like such a futuristic year, but it's now), it's time for companies to take the lead in authentic mental health initiatives. Either again, or to start.

Ditch the performances, lead with authenticity, and make 2024 the year your workplace becomes a stage for genuine, lasting change. It's not about being left behind; it's about leading the way into a future where mental health isn't a checkbox, but a fundamental aspect of a healthy and functional workplace.

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NEED HELP IN YOUR BUSINESS?

• If your business needs help with creating an effective mental health at work strategy, please reach out to me and I would be honored to help your business.
• Note:?A version of this article was originally posted to my blog: Real Talk . On the blog, I offer tips and tools for you to have successful conversations about mental health with your coworkers, employees, leaders, and staff. Take a peek to learn more.