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Insights to all things healthy living & lifestyle. We care about You!
Insights to all things healthy living & lifestyle. We care about You!
Which is why your employee’s mental health needs to be a priority. When organizations care about employee mental health, they put effective, helpful practices and support mechanisms in place.
These mechanisms combined with a culture of openness, caring, and plenty of general support helps to improve employee mental health. This creates employees that are happier, more engaged, they call in sick less, their work improves, and so does their job satisfaction.
The company’s retention rate improves along with their reputation as an employer. And the entire business thrives.
It’s simple: Supporting employee mental health helps your employees and your business.
Financial insecurity
Workplace stress
Burnout
Lack of management support
Providing mental health resources and educating employees about available resources
Acknowledging employees regularly at work
Making resources easily accessible, such as insurance benefits or an EAP
Let’s create a Safe and Welcoming Environment for Employees With Mental Health Issues
Hire and train supervisors to provide emotional support.
Designate a mental health services contact—much like an employee advocate—who can help employees figure out where or how to get care. Consider training your supervisors in Mental Health First Aid to know how to recognize and act in the event a crisis is arising.
Encourage employees to talk to their supervisors (and encourage supervisors to listen with flexibility and an open mind) about job stressors and how to remove them.
Add regular employee check-ins to the list of measurements for supervisor performance evaluation.
Make employee recognition a regular practice and have fun with it!
Overcommunicate emotional support and mental health resources throughout the company.
Offer paid mental health days if you don’t already. Leadership should encourage employees to use these days (without questioning them or scowling when they actually use them). Additionally, encourage leadership to take mental health days themselves, and to be open about it when doing so.
Increase the number of covered mental health visits in your health plans. Get employee input on what level of coverage is reasonable.
Give supervisors the authority to delay performance evaluations for employees who are struggling with mental health issues.
Plan Wellness Days for your organization. Show your appreciation for your employee’s whole health. This can include biometric screenings, immunization or vitamin clinics, breathwork sessions, or lead stretch and flex breaks to reset and recharge your teams!
Better Together. Let’s collaborate to find a solution your team needs.
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