How to Invest in Employee Mental Health

This article in HBR might seem to be critical of workplace well-being programs due to the title, but a closer read aligns with what we know from decades of research. Bottom line: we won't make progress on addressing burnout and mental health trends if we don't complement individual programs with organizational and leadership support for well-being. The authors offer the following guidance to support a more holistic approach to well-being. 1. Complement individual well-being programs with organizational changes that address the root causes of burnout and mental health. The authors cite several specific examples of how organizations like Microsoft, Best Buy, and Slack are doing so. 2. Establish clear goals and measure progress associated with organizational changes to promote transparency and build employee trust. The authors offer suggestions around recommended metrics. 3. Involve employees by implementing well-being champion networks. When executed well, they provide a feedback loop to inform programs; provide peer support within work groups; and complement systems-level changes in policies and managerial support. 4. Enhance managerial training with people management and mental health skills. Here the authors point to research conducted in the UK to illustrate the effectiveness of providing mental health training for managers. 5. Implement human capital metrics that align with global standards and ESG. Forward thinking organizations are looking to standards like ISO 45003 for guidance on how to systematically assess and implement measurement strategies that emphasize employee mental health and promote transparency externally. For more information, take a few minutes and read the full article: https://lnkd.in/g557u9kD

Mental Health Crisis brewing in Organizations - Are traditional wellness programs enough? A survey called “People at Work 2023: A Global Workforce View” concluded that almost two-thirds (65%) of workers said stress adversely affects their work and almost half (47%) echo similar concerns regarding their mental well-being globally. This is where the question, of whether traditional wellness programs are enough, becomes all the more dominant. In view of the same, I’d like to share some action steps that you can initiate in your organization to tackle workplace stress, an area where the UK-based HR Tech organization, Ciphr leads by example ⬇ 1. Utilization of Advanced HR Tools: Implementing HR software can reduce administrative workload by 30%, enabling HR to dedicate more time to employee wellbeing initiatives. 2. Promoting Work-Life Balance: By promoting reasonable work hours, introducing flexible work arrangements, and encouraging the use of paid time off (PTO), HR can enable employees to disconnect and recharge, ultimately reducing burnout and stress 3. Prioritizing Physical Wellbeing: Participation in onsite fitness facilities and wellness workshops can contribute substantially to improved employee health. 4. Mental Health Support: Employees can be encouraged to utilize the Employee Assistance Program (EAP) as these provide employees with access to mental health professionals and resources to help manage personal and work-related stressors effectively. 5. Financial Literacy: Initiatives that offer employees financial advice services, especially free mortgage advice, ease financial concerns and offer mental peace. 6. Effective Communication Channels: Adoption of transparent communication practices can help in increasing employee satisfaction by pushing team meetings, suggestion boxes and anonymous surveys to encourage open dialogue. 7. Building a Positive Culture: Employee engagement scores are believed to rise after the successful implementation of regular team-building events and recognition programs like team lunches, themed dress-up days, and volunteering opportunities, encouraging bonding and alleviating work-related stress By putting these suggestions into play, HR can work towards enhancing employee satisfaction, eliminating burnout/stress, and eventually contributing to overall organizational success and productivity. #wellnessprograms #mentalhealthcrisis #employeesatisfaction

Is the future of US mental healthcare at risk? As an author of a book on data and AI's role in mental health, I believe this moment, while alarming, also demands a strategic pivot. When federal funding is under threat, it becomes even more imperative to optimize every dollar spent and ensure interventions are effective. This is where the intelligent application of data and AI becomes critical. We must evolve from a reactive "more services" model to a data-driven, precision mental health strategy. This is especially true within the workplace, where individuals spend a significant portion of their lives and where mental health directly impacts productivity and retention. Here's how: 1. Precision Targeting/Needs Assessment: Instead of broad programs, AI and advanced analytics can pinpoint specific workforce segments experiencing elevated mental health risks or particular types of distress. My experience in F100 companies has consistently shown that understanding the specific 'why' behind workplace mental health challenges through data is crucial for effective program design. 2. Evaluating Program Effectiveness: Many mental health programs, while well-intentioned, often lack rigorous, data-driven evaluation. Leveraging AI and analytics allows us to measure the actual impact of various interventions (including manager training) on employee well-being and productivity. 3. Proactive Workforce Support: Data from HR and other systems, aggregated and anonymized, can identify early indicators of burnout or stress. This empowers companies to implement proactive interventions before employees reach a critical state, fostering a culture of preventative well-being and resilience rather than merely reacting to problems. These proposed funding changes are undoubtedly significant. However, they also serve as a stark reminder that innovation is paramount. By strategically embracing data and AI, we can move beyond simply reacting to budget constraints and instead build more resilient, efficient, and equitable mental health support systems, ensuring our workforce remains healthy, productive, and equipped to navigate the future. Ps. Check out "The Inclusion Equation: Leveraging Data & AI For Organizational Diversity and Well-being" for more details: https://lnkd.in/eXJyjMhT Data With Serena™️

🖼 Fuseli’s “The Nightmare” (1781) is one of my favorite paintings. I like it not because it’s comforting, but because it captures something we still don’t talk about enough: what it feels like to carry unseen stress. In this iconic Romantic-era work, a woman lies draped in sleep while a grotesque imp squats on her chest. Behind her lurks a shadowy horse, eyes wide in horror. It’s a visual metaphor for night terrors, but it resonates deeply with how anxiety can feel in waking life, especially in high-pressure work environments. 👉 The truth? Mental health still isn’t treated like physical health in many organizations. We champion fitness challenges and healthy snacks in the break room but ignore signs of burnout, chronic stress, or depression. Let’s change that. Here are a few best practices I’ve seen (and implemented) that make a real difference: ✅ Normalize check-ins that go beyond performance. Managers can ask, “How’s your workload feeling this week?” Not just “Are you on track?” ✅ Make mental health resources visible and easy to access. If your EAP is buried in an intranet or requires a scavenger hunt, it won’t help anyone. ✅ Treat PTO like recovery time, not a privilege. Don’t just approve time off. Encourage it. Model it. Respect it. ✅ Design work rhythms that allow for decompression. From no-meeting Fridays to quiet hours, small tweaks reduce the cognitive load. ✅ Train leaders in emotional intelligence. Psychological safety starts at the top. Art like The Nightmare reminds us that invisible burdens are just as real and sometimes just as paralyzing as any physical obstacle. Let’s build cultures where our people don’t need to wait until nightfall to be haunted by stress . 💬 How is your organization championing mental health? What’s working—and what still feels like a dream? #MentalHealthAtWork #PsychologicalSafety #Leadership #EmployeeWellbeing #Fuseli #OrganizationalCulture #LearningBites #WorkplaceAnxiety #MentalHealthAwareness

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.

The pandemic and cost-of-living crisis have left their mark on our mental well-being, with a reported 25% increase in anxiety and depression globally. 😟 (Source: World Health Organization) The workplace is feeling the effects, too, with lost productivity costing the UK economy an estimated £117.9 billion annually. 💸 (Source: The Mental Health Foundation) But it's not just about numbers. It's about real people struggling with stress, burnout, and the challenges of adapting to new work arrangements. As leaders, what can we do? It's time to move beyond reactive measures and focus on prevention. Here are a few ideas to get started: - Foster Open Communication: Create a safe space where employees feel comfortable discussing mental health openly. - Offer Flexible Wellness Perks: Think beyond the traditional gym membership. Consider contributions to fitness apps, mental health platforms, or even therapy sessions. - Reconnect Teams: Prioritize opportunities for social connection and team-building, especially for remote or hybrid teams. - Listen to Your People: Conduct surveys, hold focus groups, and gather feedback on what support they need most. Remember, supporting mental health isn't just a moral imperative; it's a business strategy. When employees feel supported, they're more engaged, productive, and loyal. Let's make mental well-being a priority in our workplaces! 💚 #mentalhealth #leadership #workplacewellbeing #employeeengagement #productivity

Your boss shapes your mental health. (And here is what you need to know). The simple math: ↳ Therapist: 2-3 hours/month ↳ Boss: 160+ hours/month Yet, this rarely gets discussed openly. 🚨 Here’s what NOT to do (and what to do instead): ❌ Don't ignore toxic leadership. ↳ Toxic managers cause stress, anxiety, and burnout. ✅ Do prioritize psychological safety. ↳ Encourage open, judgment-free discussions about mental wellness. ❌ Don't rely solely on wellness programs. ↳ Wellness programs address symptoms, not causes. ✅ Do address the root cause. ↳ Hold leaders accountable for their influence on team mental health. ❌ Don't blur boundaries. ↳ Constantly available leaders lead to team burnout. ✅ Do set clear boundaries. ↳ Protect employees' time off and ensure genuine disconnection. ❌ Don't remain silent. ↳ Silence increases stigma around mental health. ✅ Do lead by authentic example. ↳ Share your own mental health journey openly and regularly. ❌ Don't delegate mental health to HR alone. ↳ Leaders directly shape daily mental health experiences. ✅ Do take ownership. ↳ Know employee wellbeing is a leadership responsibility. Great managers build confident, resilient teams. Poor managers undermine morale and productivity. What impact has your manager had on your mental health? 💬 ♻️ Share to support mentally healthier workplaces. ➕ Follow Dr. Elise Victor for more like this.