Tips for Discussing Mental Health in the Workplace

Mental health touches all of our lives, here in the United States and everywhere. In the US alone it is a serious health concern, one that goes largely unaddressed in the workplace. However, mental health affects millions of American workers who are suffering from anxiety, depression, stress management problems, and other emotional and mental health conditions that impede their ability to work.

At first blush, it may not seem like the workplace is the right place to talk about mental health. However, employers and colleagues can make a tremendous difference for their employees and peers who are struggling and in need of support. Here are some tips for discussing mental health in the workplace, and helping employees and co-workers get the assistance they need.

Don’t Sensationalize Mental Health, Normalize It

Many people don’t seek treatment for mental problems—and this is largely because, unlike physical health issues, mental health problems still carry a social stigma. Keeping mental health problems “closeted,” however, doesn’t help the problem; it merely sensationalizes it and causes undue fear and shame for employees.

Instead, normalize the discussion to support better mental health for employees and reduce the stigma. The simplest way to do this is to fold mental health into the larger wellness conversation. When discussing self-care and health, talk about diet, exercise, stress, and mental health, and make emotional and mental wellness targets part of workplace wellness initiatives.

Educate Employees About Mental Health

Educating employees about mental health isn’t placing your management team out in left field. On the contrary, it is setting your management team up for success, by showing employees that management sees the bigger picture and cares about their happiness even outside the office.

In workplace-wide newsletters or informational emails, along with continuing education subjects, discuss how to cope with anxiety, or how to spot the warning signs of stress, for example. Refer employees to how to find help with any mental health topic, including addiction and recovery.

Another great tactic is to fold mental health topics into other training. For example, consider offering a talk or training on conflict resolution in the workplace, which can include coping with differences in others, and anxiety and stress reduction.

Offer Full-spectrum Wellness Incentives and EAP Services

Research reveals the connection between good mental health and regular exercise. Exercise promotes mental well-being, produces endorphins, and reduces stress. Offering exercise programs and gym memberships to employees as benefits, along with the typical smoking cessation and weight-loss programs, promotes a more full-spectrum sense of wellness.

Employers should also provide Employee Assistance Plans (EAPs) whenever possible. These offer employees various kinds of counseling sessions at no charge. Even after an employee has “used up” their free sessions, they might elect to continue therapy using insurance and co-pays.

Offer these benefits for a better range of support for employees—one that encompasses a holistic approach and attention to mental health.

Walk the Walk: Encourage Self-Care

Finally, to educate effectively, lead by example. Ensure that management shows employees that self-care matters. This means not contacting employees after hours except during a legitimate emergency, and encouraging employees to take advantage of services and time off without “guilting” them into working more. Employers can also promote self-care by offering paid sick time for emotional and mental health days.

Furthermore, you can create a more mental health-friendly atmosphere right there in the workplace. Ask a local mental health expert to evaluate your current workplace culture and ask for additional strategies that might improve your approach. Depending on what your employees need, anything from exercise equipment in the empty office to massage chairs and dimmer lights in a break room can make a big difference to your employees.

A Healthy Workplace Benefits Everyone—And The Balance Sheet

Promoting employees’ mental health is the ethical management strategy, but it’s also smarter business. Employees who are under too much stress, or who can’t cope with their mental health problems effectively, are less productive and more prone to absenteeism. Furthermore, an unhappy atmosphere breeds turnover.

On the other hand, when employees know—because they see every day—that leadership values mental health and their team, they are more loyal and more productive. This is better for your bottom line as an organization, and better for your employees. Making support for mental health a part of your company’s core values is great business.

Comments