Putting Your People First

BY STACY ORCHARD

“I SUFFER FROM HIGH-FUNCTIONING ANXIETY and I’m getting overwhelmed” is a statement that should be viewed and supported identically as an employee disclosing, “I have diabetes." These are two health challenges employees battle regularly; however, one has a stigma attached to it that can make being vulnerable difficult because of fear of judgment or repercussions. There has been a cultural shift among us for quite some time, detected prior to the COVID-19 pandemic. Whether you equate the cultural shift as an aftermath of the pandemic or the priority shift between generations, the heightened need and expectation for a mentally healthy workplace is prevalent.

The U.S. Surgeon General has stated that the nation’s mental health crisis is one of the driving factors in the recent U.S. labor shortage. According to the APA’s 2022 Work and Well-being Survey, 81% of workers reported they will be looking for workplaces that support mental health. With the average full-time employee spending approximately half of their life at work, you can see why it’s a dire need to have organizations thriving beyond the basic standards of a healthy workplace.

So what does this mean for you and your organization? What are steps you can take to ensure you are on the right side of the playing field?

As a talent and culture leader who is obsessed with learning and development, my first answer will always be continuous education. Knowledge is your most powerful resource in aiding your organization and team in managing mental health in the workplace. Do your research, listen, and truly understand the needs, wants, and challenges of your workforce. Be open and vulnerable when seeking to understand and be sure to foster an environment where it’s safe to talk about mental health and the challenges that come with it. You may not have all the answers initially, but I am a firm believer that if you are genuine, open, and inclusive about the journey, it goes a long way with others’ ability to feel connected.

In addition to being open about your learning journey and dedication to the cause, providing training for your leaders and other mentors in your company is a must. Front-line leaders are often the first to notice behavioral changes. They need to be equipped to handle difficult conversations and knowledgeable around what resources and policies are in place in order to provide support.

Other strategies to consider with the goal of promoting workplace mental health are flexibility in how and where employees work, promoting a work-life balance, and increased benefit offerings. What I would consider to be the bare minimum is a single strategy, which isn’t good enough. You must make the cultural shift towards a mentally healthy workplace a priority and in a sustainable and regularly advocated way.

Mental health is no longer an individual’s problem to solve alone. Organizations must take responsibility by providing the right support and culture. That is how you make real change and show your people you care about them and their well-being.

Stacy Orchard is the talent and culture leader at Placers, a staffing and recruitment agency.