How Managers Can Help Combat Mental Health Concerns

There is no one-size-fits-all approach when it comes to protecting and supporting employees

After almost two years of a global pandemic, mental health has been put into a whole new perspective. Covid-19 has brought about many different feelings of uncertainty, hopelessness and frustration that have led to many being faced with emotional health concerns such as stress, anxiety and depression. According to KFF, prior to the pandemic, 1 in 10 adults in the US reported symptoms of anxiety or depressive disorders.

About a year after the pandemic started it was reported in February of 2021 that now 4 in 10 adults in the US have reported symptoms of anxiety or depression. While the entire nation has been impacted by Covid-19, those in the workforce have particularly endured a big amount of sudden change.

When shutdowns started in March of 2020 throughout the US, many companies closed their offices and some still have not returned. This abrupt change to daily routines sparked mental health concerns for many employees. For the first time, organizations were faced with having to learn how to help employees navigate how they are feeling in and outside of work.

While learning how to help employees cope with mental health concerns should be a priority for organizations, they have and will continue to be faced with productivity concerns throughout 2022. Ironically the two issues are not mutually exclusive. International SOS, the world’s largest medical and security assistance company, conducted its annual Risk Outlook Study which anticipates that second to Covid-19, mental health issues will represent the biggest employee productivity disruptor of 2022. This is the 1st time that mental health issues have entered the top 3 of the top 5 expected causes for employee productivity disruption in recent years, raising even higher concerns.

There are many factors that play a role in impacting the mental health of employees. One factor that has come about as a result of Covid-19 is work environments. When offices closed employees had to find ways to cope with their “new normal” of working from home. For some, working remotely had negative impacts on their mental health, but for others, it brought about positive changes. Now that organizations are beginning to open their doors again, employees may be required to return to work full time or adopt a hybrid approach even though they may not yet be comfortable doing so.

Regulatory compliance is another factor that will continue to shape how companies handle the mental health of its employees. According to the Risk Outlook Study, 31% of respondents feel that regulatory compliance will be the main factor in the increased complexity of the workplace.

Due to this increased complexity, managers and business owners are likely to (inadvertently) prioritize other aspects of the business over mental health management. Regulatory compliance can definitely lead to increased workloads and costs; however, managers can help alleviate the resultant stress on employees by helping them to prioritize their work and adding extra support to their day-to-day work as needed.

One of the first necessary steps for managers and leaders to take is to continue to acknowledge the changes employees have experienced and will continue to experience. Only then can an organization begin (or further) recalibrate their duty of care agenda to align with employees’ needs. It’s important to note that any strategies or plans should remain flexible and fluid, as we’ve learned that the pandemic is unpredictable, and there is no one-size-fits-all approach when it comes to protecting and supporting employees.

There is no perfect science to finding what works best for everyone but, hybrid work options do give employees the opportunity to either choose a work environment that works best for them or find a happy medium. There are ways employers can be there for their employees (whether working remotely or in the office) by, at the very least, by just opening up the conversation around mental health and ensuring employees know they have a safe place to turn if they are facing any concerns.

Today it is not just mental illness that can impact productivity (through absenteeism and presenteeism) but the constant threat of resignation (i.e. the “great resignation”). It is therefore in any organization’s best interest to have their managers, among other things, also avoid unrealistic deadlines, offer rewards/incentives, clarify expectations, and give employees opportunities to participate in decisions that impact their jobs.

As Covid-19 continues into 2022, addressing these concerns will continue to be a priority.  Mental health is a difficult topic to address in the workplace but is a necessary one. Treating mental health like any other non-communicable disease like cardiovascular disease will assist in the de-stigmatization of the topic.

Addressing concerns ahead of productivity issues will lead to higher resolutions for organizations in the end. If you are currently facing mental health concerns in the workplace it could be helpful to speak to your employer or utilize resources such as apps that can provide tips on how to reduce stress in your daily routine.