How to Impact Employee Mental Health Concerns

Mental health impacts the way we function on a daily basis. It’s also something that many of us try to keep hidden or ignored. The truth is mental health issues are as widespread as physical ailments and they often require just as much attention, but there may be fewer resources available to help people who need support when it comes to depression and anxiety disorders. There is no denying that a healthy mental state makes for better employees, but what can employers do to ensure their staff members are in good spirits? Here are some suggestions on how you can create an environment where employees feel safe taking care of themselves:

Create a positive workplace environment.

• Create a positive workplace environment.

When it comes to creating a healthy work culture, it’s all about the little things. A positive environment is one where employees feel comfortable discussing their mental health without fear of ridicule. It promotes mutual respect and encourages open communication between everyone on your team, from the CEO to the newest hire. It’s also important that this respect isn’t just given lip service—if you want to create an environment where people can talk openly about their struggles with mental health. You must first ensure that your team feels safe in doing so by not tolerating bullying or bad behavior in any way, shape, or form.

• Strengthen employee relationships through mentorship programs

Mentorship programs are great ways for employees who feel overwhelmed by their workload or struggle with mental health issues (or both) to get help from someone who has “been there before.” Not only will they be able to let off steam while discussing common struggles they might have experienced in similar situations before, but they may also be able to find solutions together, which will make them feel less isolated going forward

Ensure employees are given a steady diet of meaningful work.

A sense of belonging. The ability to contribute. Recognition for that contribution. These are all aspects of what we call “meaning” in work, and they’re just as important for employee mental health as the actual physical health benefits you offer.

If you want your employees’ overall wellness to be at its peak, make sure their days are filled with meaningful work that gives them a sense of purpose, meaning, accomplishment, and belonging.

Put candid and compassionate conversations before corrective action.

To create a stress-reducing environment, you should actively listen to your employees and make them feel like they’re part of a team. This will help reduce stress levels, which can lead to mental health issues such as depression and anxiety.

If an employee needs time off due to an illness or other reason, be open-minded about their reasons for taking it—provided they aren’t abusing this privilege. Your company has policies that must be adhered to; however, you should also consider how those policies could be improved, so they don’t place undue stress on employees.

In addition to creating healthy work environments where people feel valued and supported by their coworkers/management team(s), keeping communication lines open between all parties is imperative in ensuring that everyone feels heard at all times.”

Set clear goals and expectations.

A clear goal helps people to focus on what is important. It gives them a sense of purpose and direction, which can be an important source of mental health. When you set goals for your employees, you need to make sure they are specific enough that they know exactly what they’re working towards and when they’ve achieved it—so that employees feel like there’s more work left to do!

Another way we help our team stay motivated is by providing regular feedback about performance as well as giving them opportunities for growth within the company. We also try to pay attention and facilitate conversations about how things are going so far (or where someone could improve). This helps us ensure everyone has an opportunity for success within our organization.”

Determine what motivates each employee individually.

When understanding the needs and goals of your employees, it’s important to remember that everyone is different. Asking someone what they want from their work will likely elicit a different answer than asking another employee the same question. Each person has their interests, talents, and passions—and those factors should be considered when coming up with a plan to address mental health concerns.

As a manager or supervisor:

• Encourage each individual on your team to express how they feel about their job and career trajectory. Ask them if they are satisfied with what they do each day; if there are opportunities for growth in their role; if there are areas where they would like more help from you or other members of management; what type of training would be most beneficial; etc.
• Listen carefully for clues about the employee’s motivation levels so that you can provide support without making assumptions about what may motivate them (e.g., money vs. status).

Provide opportunities for career development.

If you want to improve your employee’s mental health, then it’s important to provide them with opportunities for career development. A recent study found that employees who feel they have opportunities for career development are more likely to be engaged and motivated. They also tend to have higher levels of satisfaction with their jobs than those who don’t feel there are any opportunities for growth in their positions.

Encourage employees to take time off.

Encourage employees to take time off.

Taking time off can be the first step in improving your mental health. But it’s also important for your organization. Employees who are more likely to take vacation are also more likely to be satisfied with their jobs and perform better on the job, according to a recent study by Project: Time Off, a nonprofit research and advocacy group based in Washington, D.C.

For this reason, employers should encourage employees to take time off—and they should make sure that they return after they leave (more on this later). This approach has many benefits: healthier workers mean fewer sick days; happier employees mean higher productivity; people who have participated in a workplace wellness program report feeling more engaged at work than those who have not participated in such programs. And while it might seem counterintuitive when you’re trying to get people back into the office as soon as possible, allowing them some time away actually improves their ability to return!

Recognize and celebrate achievements.

Recognition is a powerful motivator. A simple thank you can make an employee feel valued and appreciated, which will inspire them to work harder in the future. The key is accurately and consistently recognizing employees’ achievements so they know their value.

• Be specific about the recognition: It should be based on specific actions or behaviors rather than vague statements like “good job.” For example: “Thanks for being efficient when I asked for that report last week.”
• Make it timely: It may seem obvious, but ensuring your employees know how much you value their work is also important! If an employee does something well one day, don’t wait until Monday morning before sending them an email saying “thanks”—send it immediately after the fact, so there’s no chance of missing out on any momentum from good behavior!

Employers who support their workers’ mental health will see the benefits in their bottom line

Businesses that support their workers’ mental health will reap the benefits. Here are some of the key ways they can expect to see positive outcomes:

• Employee health and productivity
• Reduced absenteeism
• Higher retention rates
• Better employee engagement
• Lower healthcare costs

Conclusion

With the right support and an understanding of what they can do to help their employees, employers have the power to make a positive difference in their workers’ lives—and in turn, for their company’s bottom line. By taking steps like creating a positive work environment, ensuring steady work, and providing opportunities for career development, employers will be able to show just how much they care about their people.