While mental health has become a more widely discussed topic, there is still some stigma surrounding it—especially in the workplace. A common fear employees have when it comes to being open about their mental health struggles is that they will appear weak and incapable in the eyes of their employer. However, since the COVID-19 pandemic, many workplaces have started to better recognize the need for supporting their employees’ mental health.
When employers aren’t doing their part to look out for the mental health of their employees, it can lead to issues such as distrust, burnout, and high turnover rates. Here are some ways that company leaders can take steps to establish a culture that values mental health in the workplace.
Start the Conversation
The first step can sometimes be the most challenging. If talking about personal feelings is not the norm in your workplace, this may feel uncomfortable at first. However, it’s crucial when it comes to adopting an open and judgement-free culture surrounding mental health. One way to start the conversation around mental health can be as simple as having one-on-one check-in meetings where you ask employees how they are doing and if they have any concerns. Another way is by bringing up the topic in team meetings or acknowledging national observances such as Mental Health Awareness Month in May.
Encourage Taking Breaks
Whether it’s a lunch break or a week-long vacation, breaks from work are needed for employees to avoid burnout and come back feeling renewed and motivated. Encouraging your employees to use their PTO and take time off is another way to show them support. Mental health or personal days are another meaningful benefit for mental wellbeing. If your company doesn’t currently allow for personal or mental health days, they are any easy thing to implement and indicate to your team and potential hires that your company values their mental health.
Expand Mental Health Resources
Giving employees access to mental health resources is another way to build a culture that’s centered around mental and emotional wellness. This could look like hosting regular talks or events where mental health topics are discussed. Expanding your mental health resources could also involve expanding your company’s insurance options and offering packages that provide more mental health benefits.
Offer Additional Benefits
Another change that COVID-19 brought to the workplace is how and where people work. While many employees worked remotely during the pandemic, some companies issued a return-to-office policy once it was safe enough to work in person again. However, many people enjoyed the balance and flexibility of working from home. Offering options for where and how employees can work can be more than an incentive for them to stay; it can also benefit their mental health. Having an employer who trusts you to get your work done and values the time you need for your family and other commitments is a huge sign of a positive culture, and one that values mental health.
Listen to Feedback
Last but certainly not least, take the time to listen to the concerns of your employees, both as a whole and individually. Set up designated times and spaces for employees to share feedback. Be open to receiving what they have to say without defensiveness, before sharing your thoughts and ideas in response. Making this a regular practice in your workplace is a great way to put their concerns and needs first.
Putting Mental Health First
When mental health in the workplace is an ongoing conversation, it leads to employees feeling valued and bringing their best work to the table. At Viking Clients Services, mental health resources are an important part of our employee benefits, as we want our team to feel supported so they can thrive at work and at home. From remote roles that offer flexibility to a tight-knit community of coworkers, we strive to keep mental health a top priority in our team culture.