Let’s talk about mental health in the workplace and what HR can do
As the number of people struggling with mental health continues to increase, employers and HR need to be proactive in their approach to helping people cope. Here are some best practices HR can consider to move the needle on mental health.
1. Talk about mental health
The stigma around mental health makes it a difficult subject to bring up. Most people who suffer from anxiety or depression have years of experience faking wellness, especially at the office. People felt they had to leave their personal lives at home for so long. If someone feels emotional at work, the impulse is not to let anyone know. But this behavior can make a stressful situation worse.
2. Find ways to promote employee wellbeing
If your company offers flexible working conditions, keep it up! Our own global survey showed that flexibility is a key driver in employee satisfaction and that the flexibility remote work offers has led to a better work-life balance.
Promoting flexible work schedules and giving people the freedom to work the way they want can reduce stress and burnout.
3. Create employee resource groups (ERGs) dedicated to mental health
Talking about mental health in the workplace with co-workers who have shared experiences can help people understand the triggers that heighten anxiety and stress and learn healthy coping strategies. ERGs are an excellent way for people to find each other and create support networks at work.
HR doesn’t have to lead the initiative, but it should provide resources and backing from leadership and let employees handle the rest. ERGs are an easy way to increase awareness and offer peer support. They also help send the message that it’s okay to talk about their mental health at work. And you can set one up right now.
4. Make it easier for employees to get treatment
In the US, most people receive their health insurance through their employer. Does the insurance your company offers employees cover mental health? The sad reality is that, for most people, a therapy session is five times more likely to be out of network and more expensive than a visit with a primary care physician.
What if companies started viewing mental health benefits as equal to physical health benefits? Speak to your health-benefits administrators to understand how your company can provide people with access to a broader range of behavioral and mental health providers.
5. Train managers in proactive and preventive measures
People need to feel comfortable sharing their struggles in their work environment. Ultimately, managers can offer the best support and acceptance to team members coping with their mental health.
In our global survey, of those whose mental health was majorly affected by the pandemic, over 70 percent said managers were supportive and took an active role in caring for their mental health.
HR’s role in caring for employee mental health
You can always do more to care for your people’s wellbeing and mental health. When we stop seeing mental health as a weakness and start talking about it more, we can make real change. Think about your own experiences with stress or burnout or anxiety and how lonely it feels when there’s no one around who can relate.
References:
https://www.hibob.com/blog/mental-health-in-the-workplace-hr/