Healthy Me, Healthy Us

By ARIEL LUDWIG, LSCSW, LCAC
Outpatient Services Manager & Navigate Manager
Valeo Behavioral Health Care

Conversations about mental health in the workplace have become more common as organizations identify internal and external challenges impeding employee productivity. With rising public awareness and acceptance of mental health, workplaces are also trying to evolve practices to provide a spectrum of support to their employees who may face hardships.

According to the National Alliance on Mental Illness (NAMI) 2024 Health Poll, mental health is more of an open topic, as 74% of survey participants suggested there is relevance in discussing mental health concerns in the workplace1. This number has increased from earlier surveys administered by NAMI.

WHY DOES MENTAL HEALTH MATTER IN THE WORKPLACE?

Mental health affects how employees think, feel and behave. A positive mental state facilitates stronger performance, maintains pro-social relationships and promotes effective problem-solving. Productivity and performance are critical drivers for organizations. When an employee is anxious, depressed or stressed, it can reduce focus, creativity and efficiency. Addressing such obstacles allows employees to reach their potential and satisfy organizations.

Organizations with a mentally healthy workforce experience lower absenteeism, reduced turnover and higher morale2. Moreover, supporting mental health in the workplace demonstrates that an organization values its employees beyond their professional contributions. It fosters trust, loyalty and nurturance.

COMMON WORKPLACE CHALLENGES IMPACTING MENTAL HEALTH

Some notable contributions can cause a decline in one’s mental health when evaluating workplace challenges. Some of these contributions include stress, burnout, anxiety, depression and isolation. Tight deadlines, heavy workloads and high expectations are sources of workplace stress and, over time, can mentally hemorrhage employees’ mental faculties. Prolonged stress can lead to burnout. Symptoms of burnout include fatigue, physical exhaustion, skepticism and underachievement.

Anxiety and depression may present for an employee when they feel taxed by workplace pressures, feel insecure about their position and have interpersonal conflicts. Some staff may even find themselves suffering generalized anxiety where they feel immense unease throughout not just the workday, but all day, and this impacts one’s general physical health as well3.

Furthermore, it is not unheard of to witness remote isolation from an employee struggling with their mental health. Isolation produces feelings of loneliness, shame and guilt from its physical detachment. When an employee suffers from mental health problems, their job performance declines — collaterally, coworkers may have to compensate for the workload loss. Employees may also experience or engage in negative commiserating. The additional pressures placed on others can result in a snowball effect of declining mental health for more staff.

STRATEGIES TO SUPPORT MENTAL HEALTH IN THE WORKPLACE

To the good, there are ways in which we can help staff cope with their mental health. One of the best ways is to promote an open culture. Find a way to hold discussions about mental health. Doing so can reduce the stigma around it. Leaders can model vulnerability from their own experiences, too. Create a triage of support by having a safe space.

Organizations can also provide resources, such as creating awareness of access to employee assistance programs (EAPs). EAPs offer various services, such as mental health counseling and staff training. Frequently, EAPs can tailor a program for the employee or the company more broadly.

Promoting work-life balance is equally important. Try offering flexible scheduling and encouraging regular daily breaks, particularly for employees who feel overwhelmed but do not take breaks. That consistency of working and taking breaks can do wonders for those struggling.

Breeding a culture of respect is helpful. Find ways to make employees feel valued, heard and validated for their thoughts and feelings. Make time for your staff. Meet with them regularly, especially if you notice they may be struggling. Let them know you care.

Educate and train around different mindfulness strategies. Mindfulness practice takes little time. For instance, incorporate deep breathing before, during or after a meeting. One could go on a mindful, slow-paced walk. Some organizations have found it helpful to organize mindfulness groups for their staff. For some good tips on mindfulness activities in the workplace, visit the website Positive Psychology at www.positivepsychology.com. There are many tools and ideas for how to use mindfulness4.

Reward employees for good work. Recognizing achievements boosts morale and creates a sense of belonging through positive reinforcement.

BENEFITS OF PRIORITIZING MENTAL HEALTH

Mental health can be a priority in the workplace. Employees can thrive in such a culture of support and organizations reap the benefits of thriving employees. Appreciating one’s welfare creates a safe space for employees. Making work a sanctuary allows personal matters to not compound with work.

When we foster such support, we give the employee an outlet to get help and feel safe. Work is a large part of our lives, so if an organization can make time to support staff, that support will pay for itself.

INDICATORS OF A MENTALLY HEALTHY WORKPLACE

How will a company know if they have created a mentally healthy workplace? Look for the following indicators:

• Employees report feeling valued and supported by others.

• Open communication and trust exist among team members.

• Reduced absenteeism and turnover rates.

• Employees feel comfortable asking superiors about their responsibilities.

• A sense of collaboration exists.

• Employees are made aware of EAPs, which they can access in confidence.

• Work-life balance and mental health are part of the employee’s review or supervision.

Footnotes:
1. The 2024 NAMI workplace mental health poll. (2024). NAMI. https://www.nami.org/Support-Education/Publications-Reports/Survey-Reports/The-2024-NAMI-Workplace-Mental-Health-Poll/
2. Novotney, A. (2010, December). Boosting morale. American Psychological Association. https://www.apa.org/monitor/2010/12/morale
3. American Psychiatric Association. (2022). In Diagnostic and statistical manual of mental disorders (5th ed., text rev.).
4. Ackerman, C. (2017, January 18). 22 mindfulness exercises, techniques & activities for adults. Positive Psychology.