For far too long, mental health in the workplace was treated as the overlooked stepchild—unacknowledged until a crisis hit. Even in companies with robust employee wellness programs, the focus was often on physical health, and rightly so.
However, the COVID-19 pandemic proved to be a collective wake-up call for leaders to prioritize mental health. With all the burnout, anxiety, and isolation everyone faced and the ensuing shift in the world of work, it’s clear that we can no longer afford to treat mental wellness as an afterthought. It needs to be front and center of the employee wellness program.
The High Price of Poor Mental Well-Being
The costs of poor mental health are staggering. Whether it’s rampant burnout, unmanageable stress, depression, or anxiety – the effects permeate every aspect of the workplace. Here’s a round-up of statistics to demonstrate this fact:
- According to Gallup, mental health-related absences account for $47.6 billion in lost productivity in the United States annually.
- Employees experiencing burnout symptoms are six times more likely to report leaving their employers in the next three to six months.
- Poor mental health is projected to cost the world economy $6 trillion a year by 2030, per the World Economic Forum’s estimates.
- Unresolved depression accounts for a 35% reduction in productivity.
- Treatment costs for people with both mental health disorders and other physical conditions are 2 to 3 times higher than for those without co-occurring illnesses.
7 Ways to Incorporate Mental Health in Your Wellness Programs
The workplace culture is at the foundation of any thriving business, so that’s where you should start your mental health campaign. Here are several steps you can take:
1. Emphasize Leadership Buy-In
Successful mental health initiatives start at the top, with visible leadership advocacy.
“When workplaces step up, when their leaders step up in particular, to share their personal mental health stories, it inspires openness and shifts the culture to where employees do not feel ashamed to seek help,” notes Dr. Vivek Murthy, the Surgeon General of the United States. “All other policies and practices hinge on that.”
2. Take a Comprehensive Approach
Don’t just add an EAP to your wellness offerings—mental health needs an integrated, multi-pronged strategy. Provide free or subsidized mental health counseling/therapy options. Cover awareness/education, early intervention, treatment support, and return-to-work policies at the design stage of your program. Also, consider offering a rich mix of mental health resources. For example, meditation and mindfulness apps are an excellent and affordable first line of defense.
3. Focus on Prevention
The World Health Organization noted that “decent work supports good mental health.” By contrast, poor working conditions expose employees to psychosocial risks that can exacerbate the problem. These risks include:
- Long, unsocial, or inflexible hours
- Lack of control over job design or workload
- Job insecurity
- Inadequate pay
- Conflicting home/work demands
- Discrimination and exclusion
A healthy workplace culture solves all of these issues. And while you can’t overhaul the culture in a day, you can take baby steps that set the tone for what you want to see in the next one or two years. For instance:
- Start with strict email policies, such as no emails past 5.00 pm unless there’s an emergency.
- Implement policies and practices that prioritize work-life harmony.
- Implement zero-tolerance policies and training around workplace bullying, harassment, and discrimination.
- Create opportunities for connection and community within the organization.
- Offer mental health days, more paid time off, and flexible schedules.
- Allow time during workdays for self-care activities like exercise, meditation, therapy
- Provide paid parental leave, affordable childcare assistance, elder care resources
4. Train Managers as Key Support
It’s common for good managers to wear a coach, cheerleader, and even therapist’s hat. While they don’t and frankly shouldn’t replace a professional counselor, effective managers can be a great resource to employees. Given that they spend more time working closely with employees, they can help identify and monitor a worker’s mental health, and if they’re well equipped, manage the situation with compassion and understanding. Here’s what you can do:
- Equip managers to recognize early signs of mental distress in team members.
- Train them to have supportive dialogues and guide employees to appropriate resources.
- Make sure managers model healthy boundaries and priorities.
- Offer mental health support to managers as well to create capacity for all the work they need to do.
5. Fostering a Sense of Meaning and Purpose at Work
In a 2021 McKinsey & Co. survey, 70 percent of employees admitted that their work defines their sense of purpose. Unfortunately, only 18 percent of respondents felt they got as much purpose from work as they wanted. Although there’s no one-size-fits-all solution to individual needs for purpose, it’s a given that employees want to feel important and relevant.
According to the American Psychological Association’s 2023 Work in America Survey, 95% of respondents said it is important to them to feel respected at work. Simply, they want to know their work matters. And while pay still matters, the younger generation is clear that the usual compensation and job advancement carrots no longer hold much sway.
Here are some things you can do:
- Clearly communicate the organization’s mission, values, and “why.”
- Highlight how individual roles contribute to those higher meanings
- Invest in professional development opportunities aligned with personal motivations
- Encourage volunteering and corporate social responsibility initiatives
- Celebrate wins, accomplishments, and positive impacts regularly
6. Gather Employee Input
Employees aren’t a monolith; they have unique needs and challenges. Getting direct feedback and input will allow you to tailor your programs effectively. Where possible, strive to create one-on-one time with employees where you can check in with them. Other ideas to try:
- Conduct anonymous surveys and pulse checks to understand prevalent mental health challenges employees are facing (stress, anxiety, depression, burnout, etc.)
- Facilitate focus groups to have open discussions on what mental health resources would be most welcomed and useful.
- Create employee resource groups focused on mental health to elevate the voices and perspectives of those with lived experiences.
- Crowdsource ideas and suggestions from employees on programs, benefits, policies, or training that could better support mental wellness
- Involve employees in the design process when rolling out new mental health initiatives to get buy-in and feedback.
Note: The key is not taking a top-down approach but genuinely listening to the workforce about their needs.
7. Measure and Refine Over Time
Mental health is an evolving space – needs will change, and new solutions will emerge. You’ll want to track metrics over time:
- Measure utilization and participation rates for your mental health programs and resources
- Track outcomes like absenteeism, presenteeism, retention rates, medical claims related to mental health
- Gather qualitative feedback through regular surveys and comments
- Calculate returns on investment for mental health spending through productivity gains
- Benchmark your mental health measures against industry data and best-practice benchmarks
In other words, don’t just set it and forget it. Consistently analyze what’s working and what’s not. Adjust offerings accordingly based on changing workforce needs and new solutions.
Are You Looking to Incorporate Mental Health in Your Wellness Program?
Investing in your employees’ holistic well-being is not simple, but it will ultimately give your organization a powerful competitive advantage over the long term. When people feel cared for as whole humans, not just workers, their engagement, creativity, and dedication to the organization skyrocket.
Not sure where to start? Schedule a call with one of our experts today. Let us help you create a productive, healthy, and happier workplace!
