4 Ways to Cultivate a Workplace Culture That Supports Mental Health
The psychologist said employees expect more support for their mental health, and employers must respond to this demand if they want to retain top talent.
The mental health of U.S. workers is spiraling as the global pandemic unfolds. Research released by the Conference Board shows that the vast majority of employees (nearly 80%) are concerned about their mental health, with more than three-quarters citing stress and burnout as their biggest challenges.
Amid this troubling news, one thing is clear: Organizations must rethink their role in helping to protect the mental health of employees. According to McKinsey & Company, the required shift in understanding is nothing less than a "revolution." As employee expectations grow about how companies can support their mental health, employers must respond to this demand if they want to retain top talent.
As a psychologist and coach, I've identified what I call the "4Cs" that help organizations better address the mental health needs of their employees: Commitment, Culture, Care, and Community.
promise
To ensure that leadership teams are committed to supporting employee mental health, employers must first fully understand why this goal is important. While this area may seem "sensitive" to some managers at first glance, the truth is that failing to adequately address employee concerns about mental health can significantly impact an organization's long-term talent development and retention.
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A 2021 study by mental health platform Ginger found that current employees consider mental health and wellbeing "very important" when considering potential employment opportunities. According to a PwC report, this consideration may be especially important for organizations with millennial or Gen Z employees, as these groups say their mental health is their top priority.
If your organization is in financial dire need, consider that company losses due to employee mental health issues are significant and failure to provide mental health and wellness benefits can be costly. Sapien Labs reports that in the US:
Major depression alone costs organizations $31 billion to $51 billion in lost productivity each year.
An employee with depression pays the organization $10,000 per year for health insurance, compared with an average of $4,584.
Employees with major depressive disorder miss an average of 27 days per year.
By investing $1 per year in prevention and intervention programs that support mental health, employers can save $2 to $4 in other costs.
Recruitment and rehire costs average $4,000 per employee.
As you consider how much your organization is willing to invest in improving its support for employee mental health, keep in mind that implementing a mental health strategy and providing health-related supports and services may require not only financial resources, but organizational change or employee Assignment and training.
culture
Employers must create an organizational culture that eliminates mental health issues while regulating and encouraging help-seeking behavior. Changing the culture of any organization requires long-term commitment, strategy, and concerted effort. To understand how to effectively respond to a cultural shift, start by assessing your current culture by asking the following questions:
What are the most pressing mental health issues for employees?
How comfortable are employees in expressing mental health concerns to colleagues and managers?
How much do employees know about the company's mental health benefits and services?
Do employees feel that their managers understand and support their mental health issues in the work team?
What mental health-related resources do employees use most often? Which services and benefits do they find most helpful?
This assessment should create a baseline for management to understand the level of mental health problems of its employees. These findings can then inform decisions about changes or increases in employee mental health products and benefits, keeping in mind that mental health support is not one-size-fits-all and attitudes and behaviours around seeking help for mental health vary by gender, age, and industry.
Care
Next, organizations must consider which types of support will be most effective in terms of prevention and intervention.
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