How to Support Employee Mental Health in the Workplace

Employees seek to work in environments that are enjoyable, meaningful and fulfilling for them. Therefore, as organizations, it is in our power to recognize work factors that promote mental health and create healthy working environments.

Psychologically Healthy Workplaces

Psychologically healthy workplaces are environments where stressors are reduced and resources that promote health and wellbeing are provided to employees. Such workplaces involve 5 key dimensions:

1. Work-Life Balance: Providing flexibility and resources to employees so that they can manage life demands along with work demands. Example: Flexible working arrangements, mental health leaves, telecommuting, healthcare appointments, assistance with childcare or eldercare, etc. 
2. Recognition: Recognizing employee achievements through rewards (monetary or non-monetary). Example: Performance-based bonuses, aware ceremonies, celebration of work-related milestones, verbal appreciation in front of colleagues, written acknowledgements, etc.
3. Employee Involvement: Empowering employees to make decisions, be creative and granting autonomy. Example:self-managed teams/projects, anonymous feedback system, rotating meeting chairs, mock tasks for problem solving, etc. 
4. Growth & Development: Having a skill or competencies development system for employees and applications to work. Example: Cross-training, mentorship, coaching, career advancement opportunities, professional development sessions, etc.
5. Health & Safety: Promoting physical and psychological health among employees through prevention, assessment and treatment and encouraging healthy behaviours. Example: Healthy food options in the canteen, anti-bullying or anti-harassment cells, fitness or wellness courses, standing desks, walking meetings, smoke-free working space, etc. 

Mental Health Benefits

While organizations provide various physical health treatment benefits, mental health is seldom a part of this program. As a result, employees may prolong their suffering and refuse to seek help due to high out-of-pocket costs. Therefore, organizations should include therapy treatments and prescription medication costs in the health policies that they endow their employees with. reduction in cost-sharing, elimination of unreasonable service limits (such as number of sessions covered) and access to high quality mental health services should also be a part of these programs. This can help improve mental health of employees and also lead to positive organizational outcomes. 

Leadership Support

Training leaders to recognize and address work performance issues can help in developing channels of communication for employees to learn about mental health benefits, resources and importance of emotional well-being. As leaders play a direct role in creating and maintaining healthy working environments, organizational leaders can adopt the R.I.G.H.T Model of Leadership. According to this model, when leaders engage in recognition, involve employees in decision-making, support their growth and development, promote health and safety and foster an environment that encourages teamwork, employees have an enhanced sense of psychological well-being and safety. Additionally, leaders can model desired behaviours and provide support by addressing workplace stressors that an individual or team may be facing when employees are hesitant.Educating leaders to alter their management styles based on employee needs can promote a culture of wellness and greater psychological safety. 

Addressing employee mental health is integral to organizational success and sustainability. By creating psychologically healthy workplaces, offering accessible mental health benefits, and equipping leaders with supportive tools and awareness, organizations can foster a culture of well-being, resilience, and productivity. A proactive approach not only supports individual employees but also strengthens the organization as a whole.