Employee mental health benefits play an important role for an organization and those it employs.
Burnout and wellness concerns have gained attention in recent years. And as organizations and individuals better understand the impacts stress can have on a person, it’s become increasingly important for companies to take employee mental health seriously.
Work-related stress ranks among the biggest factors influencing mental health today, and seemingly simple considerations on the employer’s end can make a world of difference to team members. Read on for tips to help your company reduce operational risks, educate team members about healthy habits and focus on well-being in the workplace.
What is Mental Health and Why Does it Matter?
The three components of mental health include an individual’s physiological, emotional and social well-being. When mental health fluctuates, it can impact how a person processes feelings and reacts to situations.
Mental and physical health are essential to an individual’s overall well-being, and the two components are connected on several levels. For instance, severe stress or depression can lead to physical health problems and even long-term illnesses such as heart disease or diabetes. In fact, some of the most common health conditions in the United States are related to mental illness.
Mental illnesses can be hereditary, or they can be brought on by traumatic events or untreated health issues. The Centers for Disease Control and Prevention (CDC) website references several psychiatric studies and surveys that provide staggering statistics on mental health education:
- Mental health conditions impact nearly one in four people adults in the U.S.
- Nearly one in 20 people nationwide live with a serious mental illness such as schizophrenia, bipolar disorder or depression.
Impacts of Poor Mental Health in the Workplace
Mental distress or illness can have a negative effect on workplace safety. Employees struggling with wellness concerns may experience fatigue or an inability to focus on tasks. This can lead to poor decision-making or a willingness to take unnecessary risks, especially when dangerous equipment or hazardous substances come into play.
- The National Institute of Safety Professionals reports that fatigue costs employers $136 billion annually in lost productivity related to health.
Burnout is one of the most common symptoms of poor mental health in the workplace. Employee burnout stems from chronic and unmanaged workplace stress.
- Nearly 90% of workers experience burnout, with 60% reporting high levels of burnout, according to a Catalyst survey published by the American Psychiatric Association Foundation.
Employers can monitor and reduce burnout by offering support, manager training and team surveys. Making adjustments to schedules and providing employee assistance programs can also prove useful in managing burnout.
Failure to address or offer assistance to employees struggling with mental health can have huge consequences for an organization. For instance, an increase in accidents and injuries can result in higher workers’ compensation costs.
In addition, ignoring mental health can lead to heightened workplace conflict. Overworking employees and micromanaging productivity, for example, will often lead to resentment among employees. Neglect from leadership, meanwhile, can trickle down to team members who disagree with certain management tactics — and can create a toxic work environment.
Ultimately, poor morale can hurt business performance, stakeholder perception, talent acquisition and, consequently, profitability. For more information, download our Impact of Employee Mental Health and Well-being on the Workplace sheet.
Supporting Employee Mental Health in the Workplace
There are several ways companies can improve mental health in the workplace. Here are five strategies that help support employee wellness:
- Mental Health Awareness: Having an open dialogue about mental health in the office can make team members feel safe and comfortable about the concept. It also increases the likelihood that employees will approach managers or coworkers about wellness concerns.
- Flexible Scheduling: Employees struggling with work-life balance may benefit from more flexibility in the workplace. Frequent breaks, mental health days, hybrid schedules and flexible work hours are solutions many companies have embraced in the last few years.
- Addressing Stress: Surveys show most Americans admit to feeling work-related stress. Providing resources and guidance to help manage stress can relieve tensions and establish healthy coping mechanisms.
- Employee Benefits and Resources: Many organizations have reevaluated benefit offerings to ensure employees have access to mental health services and resources. Examples may include upgrading employee insurance coverage to include therapy sessions or offering paid time off for mental health concerns.
- Manager Training and Education: Management should be able to recognize signs of mental illness, excessive stress and bullying in the workplace. Every organization should implement a program that teaches leaders how to handle mental health concerns and meet regularly to address environmental factors contributing to stress.
Fostering a supportive work environment that prioritizes mental health proves to employees you care about them as individuals and value them beyond their work achievements. By creating a wellness-positive atmosphere, you can improve workplace culture and prevent anxiety about mental health in employees.
Maximizing the Impact of Your Organization’s Mental Health Care Benefits
Even a quality mental health care benefits package will struggle to find footing if a company’s employees don’t take advantage of all that’s available. Here are some tips that can help your program gain ground.
- Make Mental Health Tools Engaging and Personalized: Incorporate digital tools that are easy to use, proven to work and tailored to the individual needs of your employees. This helps ensure team members get the right support when they need it most.
- Make Mental Health Support Easily Accessible: Offer programs that are inclusive and available to all team members, whether they prefer in-person support or digital options such as apps and virtual counseling.
- Connect Mental Health Resources with Existing Systems: Make sure digital tools blend seamlessly with existing systems and programs such as your employee assistance program (EAP). This makes it easier for employees to find what they need, when they need it.
- Help Employees Understand What’s Available: Employees often don’t realize what mental health support the company offers — and they often feel too hesitant to ask. Communicate clearly and regularly, and train managers to share this info with their teams.
- Communicate Benefits with Clarity and Care: Share details about mental health benefits in a way that’s straightforward, compassionate and free of stigma, so employees feel encouraged to use them if needed.
BCH Tip: Our Meaningful Mental Health Strategies Sheet offers guidance for companies looking to foster a positive working environment that places an emphasis on mental health. Download your copy today!
Prioritizing employee well-being can help businesses maintain productivity, keep workers engaged and even attract new talent. If you’re looking to improve your mental health benefits offerings, visit our website to learn more or contact your employee benefits advisor today. BCH is here to help you keep team members happy and healthy when it matters.