How to Integrate Mental Health into Workplace Wellbeing Strategies

Mental health is an increasingly pressing priority for new workers—and as an employer, you need to be prepared to offer support. Here’s how to show new hires you value mental health: * Integrate mental health into recruiting, hiring, and onboarding. When recruiting, create an employee well-being statement that clearly defines what mental health means to your organization. In job postings, be transparent about the mental health resources you offer, and include in-depth guides for navigating mental health benefits in onboarding materials (especially for incoming people managers). * Create a sustainable, mentally healthy work culture. This entails being upfront about workplace norms—both “hard norms” like roles, timelines, and deadlines and “soft norms” around urgency, responsiveness, and how people communicate. It also means establishing collaborative, flexible expectations around when, where, and how people work. * Make mental health support accessible and intuitive. During employees’ onboarding, hold learning sessions and Q&As with your benefits team and publish simple how-to guides on your intranet detailing how to navigate and weigh different benefit options. Train managers on mental health first aid and consider subsidizing tools for developing healthy behaviors, such as meditation apps, coaching solutions, sleep tools, and gym memberships. This tip is adapted from “How to Support New Workers’ Mental Health,” by Bernie Wong et al.

Over the last 3 years, the pandemic has highlighted the impact #mentalwellbeing has in the #workplace. Some employers have developed initiatives to address the issues, some have just had one-off trainings to check a box, and still some have done nothing. What research continues to show us is that #leadership plays an important role in addressing the core impact of #mentalhealthintheworkplace. As I've talked with my clients over the past year, I have shared 4 things that I feel are important in leading mental health at work. 1. Gain clarity on what mental health is and what it is not. We all have mental health, like we all have physical health. But, some of us (myself included) have mental health challenges such as #anxiety, #depression or #substanceusedisorders. 2. Evaluate your organization's #culture and determine what you need to change. This can be hard because you have to look "under the rug" and talk about the things many organizations want to avoid. 3. Develop a strategy! One off trainings are not going to change culture. You must create a plan based on your organization's needs and one that supports your existing priorities. 4. Lead by modeling! It is critical that #leaders lead by example by prioritizing their own mental well-being. If you're telling your staff not to respond to emails on weekends, but you're sending them emails yourself, you're contradicting yourself. As workplaces continue to evolve, any efforts to prioritize mental health is worthwhile. If your organization is looking for additional support in taking the next steps, please comment below. #mentalwellness #workplacementalhealth #workplacestress #mentalhealthawareness #wellbeingatwork #workplacewellness #employeementalhealth #employeewellness #employeeretention #selfcare #DEI

Companies are investing in, and talking about — mental health more often these days. But employees aren’t reporting a corresponding rise in well-being. Why? Headspace’s 2024 Workplace State of Mind study found that work stress has negatively impacted physical health for 77% of employees and relationships outside of work for 71%. A March 2022 Gallup analysis found that fewer than one in four employees felt their organization cared about their well-being — nearly half the number who said the same at the start of the Covid-19 pandemic. So, what happened? Initiatives seem to fall short. Here's why: ◾️ Generic Solutions Don't Cut It: Work demands differ across departments. A one-size-fits-all approach for well-being won't work. ◾️ Leaders Matter: External consultants can't replace internal champions who understand the specific stressors within their teams. ◾️ Inclusion is Key: We need to address mental health across generations and genders, fostering open dialogue. Building a Mentally Healthy Workplace: A Path Forward ◾️ Tailored Strategies: Consider different work styles and stressors across departments. ◾️ Empowerment Through Leaders: Engage managers and leaders as champions for well-being initiatives. ◾️ Open Communication & Shared Experiences: Normalize mental health conversations and acknowledge diverse perspectives. ◾️ Invest in the Long Game: Mental health is a journey, not a destination. Patience and continuous improvement are key. The constant connectivity and hyper-responsiveness fueled by technology worsen work anxiety. We need strategies that address this reality. Let's Shift the Focus: 👉 Focus on People: Organizations need to be a source of connection and support. People are messy and complex, and our well-being thrives within healthy relationships. 👉 Invest in Human Sustainability: Support frameworks like the Surgeon General's Workplace Mental Health and Wellbeing model offer promising solutions. It's Time to Walk the Talk: Leaders: Prioritize your own mental well-being and share your efforts to inspire others. Employees: Advocate for change, share resources, and hold your company accountable. Together, we can create workplaces that prioritize mental health and empower employees to thrive. #mentalhealth #workplacewellness #wellbeing #leadership #communication #humanresources #burnout #prevention