The global job market is grappling with a decline in mental health since the onset of the pandemic. Addressing mental health challenges in the workplace requires proactive and holistic measures from managers and business leaders.
In this article, we delve into the silent pandemic of poor mental health affecting workers worldwide. Discover why mental health is integral to a company’s bottom line and explore specific strategies managers can employ to promote wellness in the workplace.
The Silent Pandemic
Research indicates that 42% of employees across North America and Europe have experienced a decline in mental health since 2020.
The pandemic has taken a toll on the global workforce in the form of stress, anxiety, increased burnout, and other mental health issues. The transition to remote work has also created a social void, making people feel more disconnected than ever.
This new scenario has led to more employees demanding better support from managers and business leaders. Organizations need to rethink parts of their corporate culture to improve mental health in the workplace.
It’s time to start building a culture of enhanced human communication with improved strategies, policies, and wellness programs.
Presenteeism – What is it?
You’ve probably heard of absenteeism – but presenteeism? What’s that?
In short, it’s the opposite of absenteeism and, at the same time, pretty much the same. Presenteeism occurs when people go to work while struggling in silence with well-being issues. The team is there—but not entirely functioning.
For companies, presenteeism can drain productivity by billions of dollars per year. The problem is that it’s much harder to identify and deal with. Unlike absenteeism (which manifests by someone simply not showing up for work), presenteeism is trickier to mitigate.
Letting the Stats Speak for Themselves
A recent McKinsey survey reveals that 47% of employees wish their employer would focus more on wellbeing. At the same time, the World Health Organization (WHO) has estimated that depression and anxiety are costing the global economy up to $1 trillion per year in lost productivity.
In the U.S., alone, poor mental health among workers will end up costing the economy more than $47 billion this year!
How to Support Mental Health at Work
According to Gallup, only 24% of employees today are happy with how their companies manage workplace well-being. These employees are more likely to search for a new job or even experience burnout in the future.
The time to act is now. Let’s build a stronger corporate wellness culture together! Below are some suggestions for things you can do.
1. Building a Connection with Your Team
Checking in with the team regularly has become more important than ever. It’s not just about keeping track of how a project is going. Now that so many people work from home, it’s a way to provide direct support and deal with individual concerns.
In a study made by the Harvard Business Review with Qualtrics and SAP almost 40% of participants reported that no one in management had asked how they were doing. Out of those respondents, 38% reported that their mental health had declined since the start of the pandemic.
Connection and support are key factors in keeping team dynamics consistent. Regular check-ins are great for maintaining an open line of communication between you and your team members, whether it’s to catch up or share any issues your employees might be struggling with.
2. Establishing an Employee Assistance Program
An employee assistance program (EAP) has the primary goal of supporting workplace mental health. These programs go hand in hand with the larger objective of building a supportive and productive work culture.
Here are some of the things you can include in an EAP program:
Mental health resources
Support services for employees struggling with personal and professional challenges
Confidential counseling
Access to mental health referrals
Other wellness initiatives
Some employees will try to avoid this resource for fear of judgment. This is why it’s important also to incorporate strategies that encourage the use of EAPs. The key is to remove the stigma associated with these programs.
3. Promoting Wellness in the Workplace
Wellness programs are the backbone of any corporate culture – and a great sidekick to EAP programs! Also, a major engagement driver among employees is feeling that their employer cares about their well-being.
Physical and mental wellness can take on many forms, but the end goal tends to stay the same – helping employees reach a healthy work-life balance. This can include anything from company-sponsored fitness classes to 5K runs, yoga at work, a mental wellness space gift card, or weekly social gatherings.
Take the opportunity to ask employees to share their own ideas about wellbeing. Encourage them to help model company initiatives. This is a great way to galvanize the team!
The Magic of Employee Recognition
Recognition is a powerful tool to get the workforce more involved. It is also directly linked to psychological well-being at work!
A solid employee recognition program can be a powerful tool to help improve the well-being of your workers. A recent Harvard Business Review study highlighted the positive effect that recognition has on employees’ energy levels. Recognizing the efforts of your team members can have a tremendous positive impact on engagement and motivation – which ultimately creates happier workers!
Building a Health-Focused Workplace Culture
Focusing on health in the workplace has become a key strategy for many companies. It can lead to major improvements in employee morale, productivity, and turnover rates.
A well-executed strategy can also help with problems of absenteeism and high healthcare costs. With these pointers, you will be well on your way towards creating a supportive work environment that will play a pivotal role in your company’s success!
Do you want more inspiration to build a health-focused workplace culture? Here’s how to prevent company burnout.
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