What Can HR Managers Do to Improve Employees’ Mental Health and Wellbeing in the Workplace?

The adage goes, “People do not resign from a job. They quit bad managers.” However, workplace well-being may be more complex than what the saying suggests. In the modern age, workers go through problems not just at work but also in their personal lives. Mental health is becoming a growing concern around the world. Leaders play a part in addressing this issue and improving their employees’ professional lives.

How can HR managers improve the mental health and well-being of employees? The answer lies in breaking down mental health stigma, implementing training programs, and partnering with mental health professionals to provide employee support. They can also provide resources such as Employee Assistance Programs (EAPs) or build employee resource groups. A culture of empathy and sustainable work practices is a must for achieving business success.

Human resources (HR) professionals may initially react negatively to an employee struggling with mental health. They may worry about the safety of coworkers and the employee’s ability to do their job. However, the belief that those with mental health issues are dangerous or unproductive is untrue. Here are helpful tips for HR managers to improve the mental health and wellbeing of employees in their workplace.

Break the Mental Health Stigma, Normalize Challenges

Jacob Morgan, a keynote speaker and best-selling author on leadership, employee experience, and the future of work, says:

“Organizations worldwide, large and small, are facing a crisis: the mental health of their employees is suffering. Mental health is crucial to all areas of life, including work. But with the increased stress and uncertainty of everyday life, more people feel stressed, overwhelmed, and anxious. For decades, leaders would avoid their employees’ mental health concerns. If someone came to them asking for help or struggling, the leader would deflect and pass them off to someone else. But today’s leaders need to do more. Leaders need to be at the frontline of mental health. That doesn’t mean you have to be a mental health expert, but leaders play a vital role in checking on employees, building relationships, and helping them work through stress and anxiety.”

Mental health conditions lead to the loss of over 200 million workdays annually. Despite this, mental health may still not be a priority in the workplace. Openly discussing it at work may even be unacceptable.

Just over one-third of both millennials and Gen Zs have taken some time off work due to anxiety and stress. But even those who do are reluctant to admit the true reason behind their absence.

Moreover, almost half of those who have taken time off work for mental health reasons cited an alternate reason for their absence. And among those who have never requested time off, nearly half shared they would not disclose the true cause even if they needed to request leave in the future.

Cited reasons include:

Feeling guilty for taking a mental health day
Being seen as less credible and less reliable, which can hurt chances for promotion
Perceived discrimination based on the state of someone’s mental health

The issue of mental well-being at work is not new. It has just reached a critical state and demands immediate attention. Here are steps HR managers can do to act on the information presented.

Encourage Leaders to Speak Openly About Mental Health

Throughout life, everyone will have gone through some degree of unease or discomfort. However, the decrease in the stigma surrounding mental health issues will only be possible if individuals in positions of authority, such as leaders, are willing to share their own experiences.

In 2019, 62% of 1,000 respondents agreed that leadership figures discussing mental health openly might encourage individuals to feel more at ease in discussing their own mental well-being.

HR managers can encourage leaders to be truthful about their struggles with mental health. This creates an atmosphere that supports employees in discussing their own mental health concerns.

Educate the Workforce about Mental Well-Being

It is crucial for HR professionals to educate themselves and their employees about mental health. After all, mental health stigma can deter people from seeking help. HR departments can do this through various means:

Training programs
Workshops
Informational resources

HR managers can also partner with mental health professionals. Together, they can provide support and resources for employees struggling with their mental health.

When employees feel supported and valued, they are more likely to be satisfied with their work. They are less likely to experience burnout or other mental health challenges. Happy minds produce excellent results.

Use Non-Judgmental Language

Encourage your workforce to understand mental health challenges better. Likewise, it’s also important to learn and use non-judgmental language when discussing mental health. Phrases like “Mr. OCD is at it again” or “She’s totally schizo today” can be hurtful and damaging. Would you feel comfortable sharing your own struggles or asking for time off to see a therapist if you heard these types of comments in the workplace?

Rethink “Sick” Days

Recognize that mental health issues are just as serious as physical health problems. We are unlikely to question the validity of a cancer diagnosis. The same should be true for depression, anxiety, and other mental health conditions.

HR managers need to dispel the myth that people with mental health issues are dangerous or weak. Just like other organs in the body, the brain needs treatment when it is sick.

The HR department can encourage and spark the right conversations about mental health. A place where those struggling can feel comfortable seeking help is a safe environment.

Lee Tobin, a copywriter with 10 years of experience, advises:

There is no doubt that you are allowed to take time off work if you are unwell. You are allowed to take days off if you are impacted by mental health issues. Some employers may regard this as a ‘sick day’. Your employer cannot discriminate against you because you are impaired by any condition that affects your day-to-day responsibilities. Your employer should keep your job open for you, should not pressure you to resign, and try to make reasonable adjustments (e.g. flexible working hours or conditions e.g. so you can attend appointments) to help you. Many employees claim they don’t feel HR takes their struggles seriously or that colleagues think they are ‘faking’ sick days or don’t deserve them.

A survey on employee burnout reveals employees don’t feel that employers are taking this matter seriously. Nearly 80% of respondents reported that leaders were not doing enough to prevent or ease burnout.

Some level of stress may be normal in high-pressure jobs. However, prolonged and unmanageable levels can lead to more serious problems. Misunderstandings, misrepresentation, and misinformation should be addressed promptly.

Increasing awareness is one thing. Taking action and being proactive are even more important for HR managers to break the stigma around mental health.

Do you want to boost workplace productivity? Read our article “3 Ways to Improve Your Productivity and Mental Health.”

Provide Resources

According to a study, the workplace resources most sought after for mental health are:

A culture that is more open and accepting
Training programs
Clear information on where and how to seek support

We’ve tackled culture in the previous statements about breaking the stigma. As for training programs, HR departments should provide adequate training on general workplace resources.

Employee Assistance Programs (EAP)

EAPs help employees deal with personal and work-related problems. They offer confidential assessments, short-term counseling services, referrals, and other resources. EAPs can provide support for a wide range of issues, including:

Depression
Anxiety
Substance abuse
Stress
Grief
Family problems
Financial planning
Legal aid

Additionally, EAP counselors offer advice to managers and supervisors on how to handle employee and organizational problems. Organizations should thus equip its leaders with training on available EAP services. This will better enable them to offer direction and support to their employees.

Before the pandemic, companies like Morrison & Foerster and Verizon Media were holding meetings amongst senior personnel. The goal was to determine their involvement in creating an environment that promotes good mental health. Such foresight allowed them to better navigate the uncertain times that have ensued.

However, budgetary constraints prevent training programs. If this is the case, consider creating employee resource groups. Their focus on mental health is a cost-effective alternative to raise awareness, foster community connections, and offer peer support.

The Gift of Time, Benefits Package, and Clear Communication

Katherine Maher, former CEO of the Wikimedia Foundation, detailed measures aimed at decreasing work-related stress through an email. This involved allowing employees to adjust their work hours if necessary. She also decided to pay contractors and hourly staff based on their typical hours, regardless of their ability to work.

For everyone to manage stress, it’s important to be flexible and generous. For instance, you may need to review your policies regarding the following:

Flexible work hours
Paid time off
Communication expectations
Leave options

Performance reviews are typically strict evaluations based on set goals. Instead, consider reimagining them as opportunities for constructive feedback and growth.

When making changes, clearly communicate that the adjustments are being made to support the mental health of employees.

Are you on a work-from-anywhere setup? Discover “How To Optimize Mental And Physical Health In Work From Anywhere.”

Mindfulness and Mental Health Programs

Kaytee Hadley, a holistic mental health advocate, enlightens us, “The benefits of mindfulness are well established and include reducing anxiety and improving mood. Meditation, biofeedback, and mind-body practices are just a few of the mindfulness practices that can be incorporated into a daily routine to foster health.”

HR managers can help employees by offering mindfulness and mental health programs. These can reduce anxiety, improve mood, and foster overall mental health.

In a culture that prioritizes mental health and wellness, it will be easy to promote:

Self-care
Stress management
Work-life balance

Additionally, they can provide access to more mental health resources. These can include counseling services and employee assistance programs that can support employees in times of need. By taking proactive steps to support employee mental health, HR managers can help create a healthier and more productive workplace.

Financial Wellness Initiatives

Mark Kevin, a mortgage lending and finance specialist, shares:

“Financial stress can have a negative impact on both physical and mental health, leading to anxiety, depression, and other health issues. By providing financial wellness programs, employers can reduce financial stress, improve productivity, attract and retain top talent, increase employee satisfaction, and reduce healthcare costs. So, if you’re an employer, consider implementing financial wellness programs in your workplace—your employees will thank you!”

We each have unique financial objectives and situations. Yet, we all recognize the importance of financial well-being in our overall health.

Heavy financial stress can cause:

Reduced productivity
Increased absenteeism
Higher turnover rates in the workplace

HR managers have a critical role to play in promoting financial wellness. This is further emphasized by the current state of the world and the pandemic’s effect on people’s stress levels. Financial wellness programs for employees have become increasingly necessary. These help curb the employees’ financial stress.

Formalize Mental Health Initiatives

Have you heard of “Wellness Wednesdays”? You may call it what you want. You can decide what employees should do on that day. Regardless, it’s a concept that serves as a weekly prompt to encourage the workforce to adopt a healthier way of life.

Mental health is a continuous process and not a luxury. Consider brainstorming with your employees or teams to identify meaningful ways to reset and refresh. Everyone’s needs are unique. Working collaboratively can help identify the most effective strategies.

Show employees you care. Check out “How Do You Promote Wellness In The Workplace? (Why Employee Wellness Matters)” for more ideas.

Create Awareness of Available Mental Health Resources

HR managers may opt to put together a mental health handbook covering:

Mental health essentials
Benefits information
A list of trustworthy health-care providers

This can be a valuable resource for employees. Make sure to refer employees to reputable sources, like National Alliance on Mental Illness (NAMI) or Mayo Clinic, for further information.

Integrate Employee Feedback

Did you think unlimited vacation time policies are a great idea? In reality, workers may experience feelings of uncertainty and discomfort when requesting extended leave.

Based on what mental health means for your employees, you can champion their well-being appropriately. For instance, HR managers can propose a mental health policy that allows employees to take personal time off without facing prejudice or requiring medical documentation.

This encapsulates less talk, more action in prioritizing the well-being of workers. You may also proactively schedule breaks depending on workload and effort rather than waiting for burnout to occur.

Interested in promoting wellness in the workplace? Read “10 Employee Wellness Challenge Ideas.”

Be Empathetic

When colleagues have a deep understanding of mental health problems, they will have effective ways to handle them. This may entail:

Paying attention to their situation
Providing support
Reassuring them by saying “I am here for you, I support you, and you are not alone.”

Employees need to feel that they are trusted and empowered in the workplace. In many companies, it’s commonplace to impose a specific way of working. Instead, HR managers can encourage the idea of allowing employees to choose their own methods of work.

It is also necessary to value and acknowledge different styles of communication and productivity. Show your team that you trust them without excessive supervision.

Greenwood and Krol suggest modeling healthy behaviors to deal with problems. One effective way to do this is by sharing what you did to resolve the issue. Examples of helpful strategies may include:

Taking a quick break
Seeking professional help
Disconnecting from technology for a period

Samantha McLaren, lead copywriter at LinkedIn, compiles:

“When home doubles as the office, employees can have a tougher time switching off. VPN provider Surfshark has seen spikes in usage between midnight and 3 am—evidence that the barriers of the workday are beginning to erode. As a result, some companies are making an effort to help employees unplug, even if it’s just a gentle nudge from a manager.

At ServerCentral Turing Group, a cloud consultancy based in Chicago, managing partner and CTO Eric Dynowski is telling his people to turn off all their communication and collaboration tools when they’re done for the day. (…) Some companies are going a step further — making it impossible for employees to send emails after hours. Volkswagen began doing this years ago. Between 6:15 pm and 7 am, the company’s internal servers won’t route emails to individual accounts, so one can’t be tempted to work into the night.”

HR managers can lead the way in normalizing disconnecting from screens in the workplace by respecting weekends and instituting a zero-email policy during holidays.

Celebrating Wins and Authenticity

In terms of work efforts, it is best to recognize and praise positive outcomes quickly while avoiding rushing into criticism.

As part of the workplace wellness program, HR managers can celebrate their employees’ wins on a monthly basis. Likewise, whenever employees reach out, HR managers and leaders should be ready to provide supportive responses. Unfortunately, many people may feel invalidated when opening up about mental health at work.

We urge leaders to embrace authenticity, not just in relation to mental health issues. Those who are open about their failures and vulnerabilities can be more effective by building credibility with their team. Empathy and authenticity are crucial to building healthy working relationships. Share lessons from past failures to encourage employee engagement and build their trust.

Do you want to delve deeper into what HR managers can do for employees? Check out “Most Common HR Mistakes: How to Avoid Them” and “How Do HR Managers Really Feel?”

FAQs Covered in this Article

Q: Why is it important for HR managers to address employees’ mental health and well-being in the workplace?

A: Addressing employees’ mental health and well-being is essential for maintaining a productive, engaged, and motivated workforce. It also helps in reducing absenteeism, improving employee satisfaction, and creating a healthier work environment.

Q: What are some common workplace factors that can impact employees’ mental health and well-being?

A: Common workplace factors that can impact employees’ mental health and well-being include high levels of stress, heavy workloads, long hours, poor work-life balance, lack of support, and a toxic work environment.

Q: How can HR managers identify employees who may be struggling with their mental health or well-being?

A: HR managers can identify employees who may be struggling by looking for signs such as changes in behavior, increased absenteeism, decreased productivity, or communication from colleagues expressing concern. Conducting regular employee surveys and encouraging open communication can also help identify issues early.

Q: What strategies can HR managers implement to improve employees’ mental health and well-being in the workplace?

A: HR managers can implement strategies such as providing mental health resources and support, promoting a healthy work-life balance, fostering a positive workplace culture, offering flexible work arrangements, and providing training for managers on mental health awareness and support.

Q: How can HR managers create a supportive work environment for employees’ mental health and well-being?

A: HR managers can create a supportive work environment by fostering open communication, promoting a positive and inclusive culture, providing resources and support for employees, and ensuring that managers are equipped to handle mental health concerns.

Q: What role do employee assistance programs (EAPs) play in supporting employees’ mental health and well-being?

A: Employee assistance programs (EAPs) provide confidential, professional support to employees dealing with personal or work-related issues that may be affecting their mental health and well-being. EAPs can offer counseling, referral services, and resources to help employees cope with challenges and improve their overall well-being.

Q: How can HR managers promote a healthy work-life balance for employees?

A: HR managers can promote a healthy work-life balance by implementing policies that encourage employees to take breaks, set boundaries between work and personal life, and offering flexible work arrangements such as remote work or flexible hours.

Q: Why is it essential to provide mental health training and education for managers and employees?

A: Mental health training and education help raise awareness of mental health issues, reduce stigma, and equip managers and employees with the skills needed to identify and support colleagues who may be struggling. This contributes to a healthier and more supportive work environment.