10 Ways to Improve Mental Health in the Workplace

We have started to emerge from this pandemic ever so slowly, and the spotlight has shifted towards mental health in the workplace. Employers and managers struggle to support employees' needs and mental focus as the workplace environment is changing.  How can we better understand and support each other's mental health in the workplace?

In any given year, one in five adults will experience changes to their mental health, affecting all areas of their life, including work, professional and personal relationships, and their ability to handle stress. As a manager, do you know how to recognize signs that there may be an issue with one of your team members and how to handle those situations?

Mental health is a serious issue, and we all have the responsibility to check in with staff/team members to see how they are doing. What are the signs that you can look out for that your team member isn't doing well?

Here are some signs to consider:

• Missed deadlines

• Not communicating or responding

• Appearing withdrawn or disengaged

• Refusing to use video calls

• Calling in sick more frequently

• Appearing to be unkempt and disheveled

• Negative commentary

• Appearing unmotivated.

In the past, taking care of one's mental health did not typically qualify as a reason to use sick days or meet the criteria for family medical leave, but that ha   s since changed as mental health has become part of a person's overall health. As managers and leaders, it is often difficult to support people experiencing mental health issues, especially if you are also having difficulties. 

What can you do as an employer and a leader?

Here are ten things you can consider:

1.  Talk to the Employee

It is perfectly acceptable to ask your employee how they are doing and offer to listen. Some people want to open up, and others prefer to keep personal struggles to themselves, so it is important to respect those wishes. Often, people just need to know that someone cares about them, especially since this past year has seen an increase in isolation where we feel alone with only our computer for company. 

2.  Suggest Time-Off

During this past year of isolation, everyone could use a break from the monotony of the workday. Suggesting a day off shouldn't be seen as a punishment but as a relief from the sameness of every day – even if it's just to unplug and shut off from work for a few days. 

3.  Provide Access to your Employee Assistance Program (EAP)

If your organization offers group benefits, they likely provide an Employee Assistance Program.  The EAP is typically free for employees and their family members and offers a variety of articles, webinars, and tips for handling everyday issues.  Most EAP programs also offer limited free counseling sessions.  Check with your HR department to see if you have an EAP for you and your employees.

4. Suggest Family Medical Leave (FML)

Mental health and/or illness may be eligible for a Family Medical Leave. If an employee is under a physician's or healthcare provider's care, they may be able to take a leave of absence. Some requirements must be met to take FML, so understand what those are before offering this as an option.

5. Wellness Stipends

Supporting mental health can be as simple as offering employees stipends to encourage wellness. This allowance could be used to get a massage, start a gym membership, buy exercise equipment, or pay for subscriptions to wellness apps specializing in meditation and handling stress. 

6. Download Calming Apps

There are many apps to promote meditation, stress management, deep breathing, and even some that will tell you "bedtime stories" to help you fall asleep. Many of these apps are free, with the option to pay for upgraded features. 

7. Implement Focus Groups

Creating a sense of community within the workplace is a great way to support your employees on essential topics like:

• Wellness and managing stress

• Time Management and workplace demands

• Meditation 

If you have internal communication systems like Teams or Slack, it's easy to set up channels to create these groups within the organization.

8.  Offer Real Support

Managers often think they are offering support when they say, "Let me know if you need anything." However, real support goes deeper, and instead, managers should be looking at ways to help their employees with their workload and managing expectations and deadlines in realistic ways.

9. Take Care of Yourself

Just because you are a manager or leader, it doesn't mean that you don't experience shifts in your mental health just like your employees. It is important to take care of yourself and seek help if and when you need it. Like oxygen masks in an airplane, you should make sure you are taken care of first, so you can help others.

10. Remain Positive

Remaining positive in the face of adversity is difficult. It is easy to commiserate or turn to the negative when dealing with problems and issues. Projecting a positive outlook will affect those around you and lift others up instead of dwelling on the negative.

As leaders and managers, it is never easy to discuss mental health and wellness with your employees. We have been conditioned to only focus on work, work products, deadlines, etc. However, employees experiencing mental health issues or illnesses are increasing in the workplace. We need to adapt and offer a support system to help employees bring their best selves to work. 

There will never be a one-size-fits all solution to every organization as needs vary across industries, size, and type of Workforce. BlueFire HR by FutureSense is adept at helping organizations tailor programs to enable growth and success and offer support and guidance to manage your Workforce.

If you are interested in learning more about how we can help, need assistance with your workforce strategy, strategic planning, or HR operations; or you need an executive coach to talk to, contact us info@futuresense.com.

For more help managing and leading your teams, please check out some of the other blogs.

About FutureSense 

FutureSense is a management consulting firm that provides integrated solutions to build and sustain human capital capacity. The firm can work with you by offering support and guidance to manage your workforce. To learn more about FutureSense, please visit FutureSense.com.