Making Mental Health a Priority

In a profession where the minds and creativity of our employees are our greatest assets, mental health and wellness should be at the forefront of every employer’s priority list. 

Yet we work in a profession that was ranked one of the most stressful jobs, in large part, due to fast-paced and high-pressure environments. There is also a weight that comes with being among the first to process sensitive information, delaying our own emotions, advising executives on how to communicate and rapidly distilling content.

For some, the disruption of the COVID-19 world had its benefits when it came to their personal health. With the elimination of all the “extras” on social calendars, employees suddenly had the space to take up hobbies and exercise regimens. Virtual exercise apps spiked, American consumers spent almost $8 billion on bicycles and accessories, and juggling busy schedules came to a screeching halt.

However, for many, the pandemic took a heavy toll. Work-from-home mandates were isolating, uncertainty of the future caused anxiety and interpersonal communication decreased dramatically. The post-COVID working world is just now becoming a reality as employees navigate returning to a more traditional work environment.

It’s likely that employees in your office fell on all sides of this wide spectrum, and the reality is many employers may not fully understand the impact of mental health on their employees. 

Absenteeism, decreased productivity and changes in behavior may all be signs of health-related issues, and according to a Harvard Business Review study, mental health resulted in an estimated $1 trillion loss in economic productivity. 

This lack of awareness of the problem can compound into inadequate support for employees. Likewise, there continues to be a stigma attached to mental health, and some employees may feel ashamed or embarrassed to admit they are struggling.

Know your resources.

If you work for a large employer, then you likely have access to a multitude of resources and trainings through HR. But even small businesses can guide their employees in their health journeys. Almost all health insurance plans are legally required to provide mental health and substance use disorder coverage. Talk to your employee benefits provider for a full list of support options that can be proactively shared with your team and how you can be a better resource as a manager.

Normalize health and wellness.

During the pandemic, companies got creative about offering health and wellness benefits to their employees. Not only were these physically beneficial, but they also provided invaluable opportunities for team building. Revisit options like gym membership stipends, Health Savings Accounts, a team yoga outing or a monthly team luncheon. 

Provide flexible work from home days or a little extra time for someone to attend a lunchtime exercise class. Host professional development sessions about authentic interpersonal communication. It’s these small touchpoints that are easy to forget in the regular course of business but can have a profound impact on employees. 

Connect with employees.

In 2020, employers were urged to ask a very simple question: “How are you doing?” Those four words said a lot about being caring and supportive, and I believe they truly changed the cultures of many a workplace. The reality is many employers and managers have stopped asking the question. Yet the mental health and wellness pandemic is far from over. 

Connect with yourself.

You’ve probably heard the adage about putting the oxygen mask on yourself before you can help others. Taking care of yourself is one of the most important things you can do as a leader and manager. 

When we come from a place of stress and depletion, we likely lack the capacity to juggle the demands of the jobs, our personal lives and our employees. Prioritize yourself, fill your cup and make sure you are accessing these same resources for yourself.