Mental health plays a significant role in an individual’s well-being, productivity, and overall success in the workplace. As the lines between personal and professional life blur in today’s fast-paced, digital world, the importance of supporting mental health at work has become more pronounced than ever for today’s leaders and managers – and top talent, too.  

As a senior recruiting partner with Goodwin Recruiting, I have spoken with many professionals who have dealt with varying levels of depression, anxiety, and other mental health struggles since the pandemic forced people out of the office and into their home offices. Several factors impact mental health for people in any working arrangement, and searching for and trying different methods to improve our state of mind is essential.  

I’d like to discuss the impact of these issues on the workplace and the factors that often cause them. Most important, I’d like to share proven ways that leadership can address mental health awareness and initiatives in the workplace to bring about positive change.    

The impact of mental health on workplace performance     

Employees with good mental health are more likely to be engaged, motivated, and productive. Conversely, mental health challenges like stress, anxiety, and depression can lead to reduced concentration, poor decision-making, absenteeism, and even presenteeism (being physically present but mentally absent).    

The World Health Organization (WHO) estimates that depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. This highlights the financial ramifications of neglecting support of mental health in the workplace.   

Workplace stressors    

Work environments and working conditions can be a significant source of stress. Everyday workplace stressors include excessive workloads, tight deadlines, lack of control over one’s tasks, unclear expectations, and poor management. These stressors can exacerbate existing mental health conditions or lead to the development of new ones. Further, work-related stress can negatively affect physical health, leading to problems such as high blood pressure, sleep disorders, and chronic fatigue.    

Stigma and barriers to support    

Despite growing awareness, stigma around mental health remains a barrier for individuals who would like to seek help. Many employees fear discrimination or negative career consequences if they disclose mental health issues. This can result in untreated conditions, causing further harm to the individual and the organization.    

Employers must create an environment where mental health is openly discussed and support is accessible to employees without fear of discrimination or retribution. Such an environment minimizes stigma and removes barriers to seeking help. It increases the likelihood of employees finding a co-worker they relate with and who deals with the same or similar issues. This can be essential to anyone suffering from mental health issues. Just the act of talking it out, identifying feelings, and openly talking about them can be extremely helpful.    

The benefits of a mentally healthy workplace     

Organizations that prioritize mental health benefit from improved employee retention, higher job satisfaction, and enhanced productivity. A healthy workplace also attracts top talent, as more professionals today prioritize employers who care about their well-being.  

Moreover, when employees feel supported and valued, they are more likely to demonstrate loyalty and contribute positively to the organization’s goals. Creating a mentally healthy workplace supports employees and strengthens the organization’s overall performance.    

6 solutions managers can use to support employee mental health    

There are some initiatives managers and supervisors can implement to provide opportunities and situations to improve the mental health of their teammates. Here are six practical solutions that can be used to help employees who are dealing with mental health issues.  

1. Foster open communication

One of the most important things a manager can do is create a culture of openness. Let employees know it’s okay to talk about mental health and that their concerns will be met with support, not judgment. Regular formal and informal check-ins allow managers to better understand how their team members are doing. Be approachable and empathetic, making it clear that mental healthcare is as important as physical healthcare.  

2. Promote work-life balance

High levels of stress and burnout often stem from poor work-life balance. Encourage employees to take breaks, use their vacation days, and set clear boundaries between their work and personal life. When employees are on vacation or on their day off, avoid calling or emailing them. Anything we can do to respect and protect their time away from work, which is hard-earned, is valuable and helpful regarding mental health. Also, any opportunities to allow greater flexibility in work arrangements will enable employees to take time for self-care, which is crucial for stress management and mental well-being.

3. Support and promote DEI

DEI is a concept that encourages diversity, equity, and inclusiveness. This can apply to everything that makes us human – our personal and professional aspirations, mental health, race, ethnicity, gender, sexual orientation, religion, and much more.  

Each employee needs to feel welcome, that they are an important part of the organization, and that the characteristics that make them different from others are what make them so valuable to the organization. It’s about ensuring each person in our sphere of life and work feels valued, respected, and important.  

4. Model healthy behavior

Managers can set the tone for the team by modeling healthy behaviors. Show that you value mental health by prioritizing your own. Take regular breaks, manage stress openly, and respect your own work-life boundaries. When employees see their manager prioritizing well-being, they’re more likely to do the same and feel empowered to care for themselves without fear of judgment. 

5. Offer reasonable accommodations

If an employee is struggling with mental health, offering reasonable accommodations can make a big difference. These might include temporarily reducing their workload, adjusting their hours, or allowing time off for therapy or medical appointments. Show flexibility and understanding, and work with HR to ensure any accommodation complies with workplace policies while still being supportive.  

6. Monitor workload and stress levels

Keep an eye on your team’s workload and stress levels. Overloading employees or setting unrealistic expectations can exacerbate mental health issues. Be proactive in redistributing tasks when necessary and regularly check in with employees to see if they feel overwhelmed. A manageable workload can significantly reduce stress and improve mental well-being.  

Make supporting employees stress levels a priority  

By fostering open communication, promoting work-life balance, providing mental health resources, and creating a supportive environment, managers can help employees feel valued and supported, and equip them to handle mental health challenges. These positive actions not only improve the well-being of individuals but also contribute to a healthier and more productive teams and workplaces.  

Contact me for more insights and ideas on this important topic. I welcome the opportunity to support your cultural goals as well as your talent needs. If you are a professional wanting to explore new career opportunities, I would love to assist in your search for right-fit positions with excellent employers.