The mental health revolution: How managers can champion employee wellbeing!

World Health Organization mentions that almost 60% of the global population is at work. And each of these workers should have a safe and healthy work environment. This means employers and managers are responsible for offering mental health support to their colleagues, peers, and teammates. Healthy and safe workplaces are not just the fundamental rights of every employee, but a positive workplace also helps minimize tension, retain staff, improve productivity, and build a wagon of loyal employees. On the other hand, a stressful workplace with no empathy and little support for mental health can be detrimental to the company culture. In this article, we will share some practical and actionable tips for managers to be champions of employee wellbeing in the workplace. But before that, let’s understand how mental health issues can affect a workplace. 

Effect of mental health issues at the workplace

Business leaders say that mental health issues have many consequences in the workplace. For example, a workplace that doesn't offer mental health support to its people, see:

• Drop in revenue by as much as 60%
• Lack of productivity and diminished output
• Loss of customers
• Reduced competitiveness
• Negative impact on employer branding
• Toxic workplace culture
• Incidence of bullying

But what causes poor mental health at work?

Workplace mental health issues can occur due to many reasons. Some of them are:

• Constant harassment and bullying by peers
• Favoritism plays out with coworkers
• Constantly subjected to discrimination
• No clear work boundaries
• Too many unpleasant incidents 
• No work-life balance
• Lack of encouragement from supervisors

How can managers provide mental health support?

Managers have an important role as champions of employee wellbeing. Here are a few actionable tips for them. 

Conduct regular check-in

Regular meetings and one-on-ones allow managers to gauge the employees' mental health. Discussions should be conducted around workload, work stress, managing work-life balance, career progression, offering constructive feedback, and keeping the employees engaged. If a manager finds any employees need help, they can support their mental health by making them aware of the resources available, offering time off to take care of their mental health, and touching base regularly to see how they are doing.

Flexible work hours

One of the best ways to support employees with mental health issues is offering them the flexibility to choose their work hours or remote work so that they can strike a work-life balance. This is also a low-cost but effective way to support employees.

Be inclusive and supportive

Don’t assume every employee has the same need or every employee going through mental health issues has the same problem. Take a customized approach to understand the issue and offer a solution that best suits them. Be inclusive and supportive as much as you can. For example, if an employee has a caretaking schedule, you may allow them to set their schedule. Normalize flexibility and ask employees to support each other as they settle into the new schedule. 

Build a culture of healthy behavior

Just saying that you care for mental health support is not enough. Lead by example. Show your employees how you prioritize self-care and set boundaries. For example, share it with your employees if you’re taking a midday walk. Or, if you’re going for a holiday, turn off your email notifications and share with your team how it helped you to deal with your burnout issues. Share it with the team if you need to leave for a therapy session early. Such behaviors will encourage your team members to prioritize self-care and normalize it. 

Establish two-way communication

The American Psychological Association’s 2023 Work in America Survey mentions that 43% of the respondents felt fear that if they talk about their mental health issues, it may have negative implications for their careers. This is where a two-way communication system can help employees feel safe when coming to their managers for advice. At the same time, managers should also be open to sharing their own mental health challenges to allay these fears for the employees. 

Implement a workload management strategy

One of the major causes of workplace stress is unmanageable workloads. Managers can play a key role in managing workload and thus minimize the risk of employee burnout. Few things that managers can do to manage workload:

• Set clear goals and expectations
• Break down the larger goals into shorter chunks of targets
• Manage resources optimally
• Implement automation to free up resources
• Encourage healthy boundary-setting among employees
• Have backup plans in case an employee needs time off
• Help your team identify and prioritize critical tasks
• Monitor the work hours to ensure employees are not overworking while also ensuring organizational goals are met

Remember that supported employees feel more confident, engaged, productive, and valued. So, focus on understanding your employees' needs and prioritizing their mental health. By focusing on your team's wellbeing, you can build a strong workplace culture, retain top talent, and contribute to the organization's success.

FAQ

Why is it important for managers to support employee mental health?

Supporting employee mental health leads to higher productivity, lower turnover, and a positive workplace.

How can managers create a supportive environment for employee mental health?

Managers can foster a supportive environment by offering flexible hours, encouraging open communication, and leading by example in prioritizing self-care.