Mental Health Support Approaches

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

Today I had the privilege of joining a panel with Oregon SHRM to discuss how organizations can better support worker mental health. While I’m not a mental health clinician, my work focuses on how workplaces can adapt to meet the evolving needs of their workforce, reexamine the structure of work itself, and provide meaningful support and resources. One key point that always arises is the need for training and development for leaders. Leaders play a critical role in creating environments where employees feel supported - and yet, many don’t know where to start. Here are two evidence-based, free or low-cost resources I recommend: The Safety, Health and Improvement Program (SHIP), Total Worker Health® Toolkit by the Oregon Healthy Workforce Center. Designed for supervisors and managers in any industry, this program facilitates team-based discussions to improve work-life balance. Learn more here: https://lnkd.in/g84FmfKa Psych Hub's Mental Health Ally Training. This resource offers courses to help individuals recognize mental health symptoms, build coping skills, and understand treatment options - equipping them to better support themselves and others. Learn more here: https://lnkd.in/gAv2md22 Building a culture of mental health support starts with small, actionable steps. These tools are great places to begin! #MentalHealth #TotalWorkerHealth #WorkplaceWellbeing

May is a big month for me — Mother’s Day, my birthday, and this May, my twins are graduating from college (I’m still in denial about that)! It’s also Mental Health Awareness Month, which couldn’t come soon enough! Everyone I talk to is stressed out about the steady news of layoffs, the uncertainty around AI, the divided nature of the country, and so on. Here’s the thing: people want to work in organizations that prioritize their mental health. A 2025 study from Oxford Longevity Project and Roundglass found that half of American Gen Z and Millennials say they would take a pay cut if their employer prioritized their well-being (of course the best companies don’t make their employees choose!). Here are a few things that you can think about doing this month (but really every month) to support your employees’ mental health: ▶️ Check in – a lot Research shows that when employees feel checked in on, they feel more supported and report fewer mental health challenges. According to Mind Share Partners’ 2025 Mental Health at Work report, “Employees who work at a company that supports their mental health are twice as likely to report no burnout or depression. They’re also three times more likely to trust their company and intend to stay there for two years or longer.” ▶️ Talk the Talk – literally It might sound simple, but leaders who talk openly about their own mental health struggles can make a profound difference. But in a 2024 Calm Voice of the market report, only 32% of employees say their manager “openly discusses and shares their own mental health experiences” while 26% wish they did. A little vulnerability goes a long way toward building trust—and creating a culture where people know it’s okay to be human. ▶️ Remember – one size does not fit all Building a culture of well-being isn’t about offering a one-size-fits-all solution. It’s about meeting people where they are. Whether it’s flexible work policies, therapy support, coaching, expanded PTO, or regular mental health days, the most important thing is that companies address mental health at work, employees know what’s available, and leaders take it seriously. Because when we create environments that truly prioritize mental health, it's good for people and good for business. I would love to hear what your organizations are doing to support employee mental health. We can all learn from each other.

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

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