How to support employees’ mental health in difficult times?

The consequences of ignoring this area and pushing it to the background can be truly serious, as untreated feelings of exhaustion, burnout, and chronic stress can lead to the development of conditions such as depression and, in the long run, can also take a toll on an employee's physical health.

According to a 2022 study by Benefit Systems, one in three employees feels exhausted and weary from work at least several times a week, and one in ten feels this way every day. That is not all, as one in five working Poles feels tired before even starting their workday, which is a textbook symptom of burnout.

The mental health crisis is not just a trend in Poland. Research findings in a report by Willis Towers Watson show that 73% of employers worldwide report that stress, burnout, and employee mental health issues are their biggest human capital management challenges.

As you can see, the situation is already very serious, and the World Health Organization warns that this state will continue to worsen. In response to this threat, the European Parliament has proposed designating 2023 as the European Year of Mental Health and is preparing further resolutions containing guidance and recommendations on how to support the mental health of employees. The Parliament's main guidelines focus on flexible working hours and regulations related to remote work. What else can be done at the organizational level to avoid contributing to the growing phenomenon of the mental health crisis? Here are some tips on how you can take care of your team's mental health.

Caring for the work environment

To support the well-being of employees in our organization, we must first start by looking at what causes their burnout and fatigue. Does our work culture promote the well-being of our employees? Do they feel understood, secure, and appreciated? Do they know that we value their work?

It may seem trivial at first, but burnout often stems from indifference and a lack of purpose, while a negative atmosphere at work and a lack of rest are factors that directly exacerbate the mental health crisis. It is therefore essential to analyze the work environment our employees are in and modify it accordingly so that it is friendly and a place they are happy to return to.

Recognition and motivation

Does your organization's incentive system fulfill its purpose? It is worth taking a closer look at its effectiveness and, if necessary, adopting new solutions available on the market. Benefit packages can be a helpful tool here, as they are not only proven motivators but also allow us to express appreciation to employees, help build loyalty, and strengthen bonds in the workplace.

Benefits such as sports cards and access to online workouts give employees the chance for active rest, which is crucial for regenerating not only the body but also the mind. Furthermore, they encourage people to engage in health-promoting activities, which is particularly important, as low mood can often lead to behaviors that only worsen a difficult situation.

Passive and active rest

A balance should be maintained between work and rest, and the same applies to the balance in how we rest. Passive relaxation is important, especially if we have very little free time. However, active rest is equally important, as it helps regenerate our mind and, in the long term, contributes to improved concentration and increased creativity.

Additionally, cultivating even a few minutes of physical activity during the day improves circulation and positively affects the quality of sleep, which is an essential element of mental and physical health. A common form of entertainment today is spending time in front of a computer, TV, or phone screen. However, new technologies can also be used to increase one's well-being, for example, by using mobile apps designed to reduce stress through guided meditations, relaxation techniques, or calming music. In this way, passive rest can be made even more supportive.

Communication and support

It is worth opening up to conversations about mental health, although this may meet with resistance from many—after all, the attitude of drawing a thick line between private life and work is well-known and common. It is high time to change this outdated approach, because if a person is struggling with depression, for example, it will not only accompany them at work but may eventually even make it impossible for them to perform their duties. The problem of the widening mental health crisis will not disappear if we do not acknowledge its presence. On the contrary, turning away from it may only fuel it.

Our employees should be aware of the possibility of communicating their problems and struggles, and know that they will be heard and understood. An additional element can be a health benefit package that includes access to a psychologist or psychiatrist. Honest and open communication regarding mental well-being and the destigmatization of mental disorders are very important because they encourage employees to take care of their mental health rather than pushing it to the background.

Raising awareness and education

It is also important to make your employees aware of the dangers posed by mental health issues and to properly prepare them to recognize the early symptoms of burnout, depression, or mental disorders. Through proper employee education, we have a chance to reduce the likelihood of such situations occurring, and as we know, it is much easier to prevent than to cure. If possible, it is worth investing in professional training or workshops on mental health—this is definitely an investment in the future, not only for the employees but also for the company's well-being.

Why is it worth investing in employee mental health?

Beyond the fact that creating a healthy and safe work atmosphere is simply ethically sound, it also has an economic justification. What can we gain, besides the satisfaction and support of our employees? The list of benefits is extensive:

Lower employee turnover

An employee who feels valued and cared for is a loyal employee. It may seem like a minor issue, but a solid and stable workforce is a rarity in these uncertain times, as economic and health-related anxieties generally drive up turnover. A 2021 study by Forrester Research indicates that nearly 80% of employees consider access to mental health support a key element of the workplace and take it into account when deciding whether to stay or change jobs.

Quality of work

Adequate rest, both passive and active, contributes to improved concentration and increased creativity. According to the American Psychological Association, individuals with free access to mental health professional support are more productive, maintain better relationships with supervisors and colleagues, and provide better customer service.

Cost reduction

In addition to higher quality work, which translates into company profits, we can also count on a return on costs associated with sick leave. According to the WHO, by investing in employee mental health, we can expect a fourfold return on investment in terms of employee productivity and reduced absenteeism. Furthermore, chronic stress, depression, and burnout can lead to physical ailments, including heart disease and immune system disorders. Investing in mental health prevention for employees can therefore reduce the incidence of serious illnesses and, consequently, lower the costs of associated insurance.

To illustrate the growing mental health crisis in society, we can cite a study conducted by the Gallup Institute. Its representatives examined the index of unhappiness in a global study (The Global Rise of Unhappiness), which shows that the percentage of people who describe themselves as unhappy has been rising over the last few years. In 2006, 24 percent of respondents felt unhappy; by 2015, this number had risen to 26 percent, reaching 33 percent in 2021.

It is worth considering that a person experiencing internal psychological discomfort, who consequently narrows their usual activities (e.g., time spent on hobbies or meeting friends), generally tries to maintain their employment for as long as possible. It is therefore beneficial for the work environment to serve, as much as possible, as a source of psychoeducation and mental health prevention. Everyone will benefit from such initiatives.

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Bibliography:

1. Willis Towers Watson "2021 Benefit Trends Survey" report, 2021.
2. Keus van de Poll M, Nybergh L, Lornudd C, et al "Preventing sickness absence among employees with common mental disorders or stress-related symptoms at work: a cluster randomised controlled trial of a problem-solving-based intervention conducted by the Occupational Health Services", Occupational and Environmental Medicine, 2020.
3. Harder, H. G., Wagner, S. L., & Rash, J. A. "Mental illness in the workplace: Psychological disability management", Gower Publishing Co., 2014.
4. "Making the Investment Case for Mental Health : A WHO/UNDP Methodological Guidance
5. Note", 2019.
6. Debra Lerner, Mercedes Lyson, Eileen Sandberg, William H. Rogers, "The High Cost of Mental Health Disorders: Facts For Employers", 2018.
7. Jon Clifton, "Blind Spot: The Global Rise of Unhappiness and How Leaders Missed It", 2022.
8. Benefit Systems report "Tired, indifferent, disengaged. Post-pandemic employee needs", 2022.