What Mental Health Initiatives Should Employers Consider?

Here’s something to think about: How often do we find ourselves responding to texts or emails after work hours? Or attending early morning or late evening meetings scheduled during our personal time?

More troubling still: Even when we set our emails to auto-respond that we’re away and offline, how many of us are truly disconnected from work?

Why Mental Health Belongs on Your Leadership Agenda

In many ways, technology has been a blessing, but it’s also fast becoming a double-edged sword. Technology has blurred the lines between our personal and professional lives and made it harder for us to switch off and establish clear boundaries.

What’s more, as remote work becomes increasingly common, the distinction between work and personal space has become nonexistent as they’re now essentially one and the same.

Furthermore, the COVID-19 pandemic resulted in a significant shift in workforce demographics. With many Baby Boomers retiring, Millennials and Generation Z now make up 90% of the current workforce.

They’re the ones adept at leveraging digital tools, virtual platforms, and social media to boost instant communication and collaboration, reflecting a new work culture centered around the constant accessibility offered by technology.

However, this isn’t always a good thing.

Being perpetually within reach often leads to increased expectations for immediate responses and availability, contributing to stress and burnout among employees.

Studies have shown that 75% of workers have experienced burnout, with 48% reporting a decline in their mental well-being over recent years. And if that isn’t enough—the economic repercussions of poor employee mental health are staggering, costing the global economy around 12 billion working days—or 50 million years of work—lost every year to depression and anxiety.

These findings emphasize the urgent need for companies to prioritize their employees’ well-being. They must realize that the mental health of their workforce directly impacts their success. By becoming proactive drivers of employee well-being, organizations can foster a healthy work environment, ensuring long-term progress and sustainability.

Building a Culture of Psychological Safety

The sad truth is that even though many of us recognize burnout in ourselves, we’re unlikely to raise it with our employers.

A recent poll revealed that while 74% of employees think that discussing mental health concerns at work is appropriate, only 58% would feel comfortable doing so. Their reasons for hesitation include judgment, the belief that no one else is talking about their own well-being, or not wanting to seem weak.

One of the biggest steps employers can thus take to address this issue is to promote an environment of psychological safety that dismantles the stigma surrounding mental health. In such a culture, employees feel safe disclosing their mental health conditions without fear of negative repercussions.

There is trust and mutual respect within teams, where honest and open communication about seeking help is encouraged and supported. This type of environment can significantly enhance employee well-being, leading to reduced absenteeism, improved productivity, and lower turnover rates.

4 Focus Areas for Mental Health Initiatives

1. Work-Life Balance Programs

Ensure a safe and secure workplace by reducing long hours and excessive workloads, which have been proven to be a direct link to depression and anxiety. Employers must engage in conversations with their teams to understand their individual needs and provide proper support.

One method employers can use to mitigate stress and increase personal time is by offering greater autonomy and flexibility in scheduling. Likewise, encouraging employees to take breaks, use vacation time, and set clear boundaries between their work and personal life will further improve their work-life balance.

2. Connection & Community

Regardless of whether the employee is seasoned or new to the organization, they need to feel a sense of belonging, where they’re recognized and listened to.

This includes acknowledging that not every individual handles stress the same way. Mental well-being is subjective and varies from person to person; what works for one person’s mental health may not necessarily work for another.

By normalizing discussions and integrating DEI (diversity, equity, and inclusion) efforts, such as addressing unconscious biases, into mental health initiatives, organizations can facilitate crucial conversations about effective strategies and potential challenges.

Moreover, implementing Employee Assistance Programs (EAP) and establishing open communication channels ensure employees have access to mental health resources and avenues to voice their concerns. These efforts create a culture where social support and a sense of belonging are nurtured, reinforcing to employees that they matter.

3. Growth Opportunities

Besides attending to their employees’ current needs, employers must also prioritize their future development. When employees believe that they have opportunities for growth and advancement within the company, they tend to be more engaged and motivated.

Investing in robust training and development programs not only enhances employee skills but also strengthens their loyalty and commitment. Take the effort to praise milestones and achievements, and acknowledge contributions in meaningful ways. When employees can envision themselves playing an integral role in the company’s future, they’re more likely to stay and be invested in their long-term career path within the organization.

4. Individual Support

Above all, employers need to take the time to focus on the individual support required by each employee. Regularly check in with your team members to discuss their well-being and ask what assistance they need.

While it may not always be possible to meet every request, finding a middle ground can make employees feel valued and heard.

To add, it’s important to remember that an employee’s needs will change over time, particularly with life events such as marriage or having children. Hence, your strategies will need to be periodically reviewed and adjusted accordingly.

Investing in Leadership by Example

For larger organizations, the task of providing personalized attention to each and every employee can seem daunting. However, leaders are responsible for the well-being of their own teams and, when added together, collectively strengthen the entire culture of the organization.

When these leaders are equipped with the skills to attend to the mental health of their teams, they’re able to boost employee engagement and satisfaction. Investing in your frontline leaders involves the following:

• Comprehensive training: Identify employees with leadership potential and select them to become your frontline supervisors. Prepare them for their new role by providing extensive training programs focused on core areas such as leadership skills, coaching, resilience, and emotional intelligence. This training will equip them to recognize and address signs of employee stress early on, ensuring timely support for their teams. 
• Competitive compensation: Conduct market research to determine competitive pay rates that attract and retain capable supervisors. Their compensation should reflect their value and the vital role they play in the company’s development. Additionally, these medical benefits should include an emphasis on mental health.
• Support systems: Regardless of their accomplishments or experience, keep in mind that frontline leaders are also employees whose needs matter. It’s essential to thus provide them with the tools and resources not only to lead their teams effectively but also to deal with their personal needs. Offering access to onsite counselors can offer immediate support whenever necessary.
• Autonomy: Most importantly, grant leaders the autonomy they need to implement well-being initiatives within their respective departments. Empowering leaders in this way not only creates a sense of ownership and accountability but also enables them to customize initiatives to the specific needs and dynamics of their teams. By entrusting leaders with the freedom to make decisions that promote employee well-being, organizations can inspire a culture of innovation and responsiveness that results in both individual and collective success. 

Partner with Frontline on Mental Health & Leadership Training

The world today isn’t going to become any easier. Rather, it’s predicted to become even more complex and challenging with escalating global issues such as a disappearing workforce, rising inflation rates, and increasing environmental concerns.

Organizations need to be more resilient and agile than ever before, and achieving this hinges on the well-being of their employees. By implementing initiatives that focus on mental health, resilience, and well-being, employers can build a strong, adaptive, and engaged workforce that is prepared to tackle both present and future challenges.

To learn more about how to implement mental health initiatives in your organization, tune in to our free podcast. Join Dan Gowdy, President & CEO, and Brina Tiemeyer, Director of Clinical Services, from Wedgwood Christian Services as they engage with Janis Petrini, Co-Owner/Founder of Frontline Training Solutions. Together, they discuss why prioritizing mental health and well-being initiatives should be part of an employer’s core responsibilities. Dan and Brina draw from their extensive experience tackling challenging mental and behavioral health issues in West Michigan, sharing valuable insights into how to help support and restore an individual’s overall well-being.

If you’re looking for more in-depth solutions to enhance your employees’ well-being or exploring other options, contact us at Frontline. We’re committed to your success and offer tailored strategies and actionable steps to help you achieve your goals as an Employer of Choice.