The American Psychiatric Association points to a startling reality: unresolved depression in employees results in a 35% reduction in productivity, leading to a loss of $210.5 billion a year in absenteeism, reduced productivity, and medical costs.
How can HR professionals build a resilient workforce in the face of growing mental health challenges? What proactive HR strategies can be employed to not only enhance employee wellbeing, but also impact the company's bottom line positively?
This week, guest writer Rob Press seeks to explore these crucial questions, offering insights into creating a nurturing and supportive work environment where mental health is prioritised.
Proactive strategies: HR practices for enhancing employee wellbeing
A resilient workforce is critical for today’s workplace — however, fostering such a workforce requires proactive and strategic HR policies and practices.
Below are a few examples:
1. Employee Assistance Programmes (EAPs)
Employee Assistance Programmes are confidential resources provided by businesses, designed to support employees in addressing personal and professional issues that may impact their wellbeing and performance negatively. Effective EAPs often include mental health support services, as well as financial counselling and stress management resources.
Implementing these programmes requires clear communication about their existence, purpose, and availability to all employees. HR teams can offer workshops or orientation sessions explaining how to access EAP services and emphasise confidentiality to encourage usage without fear of stigma.
To evaluate the efficacy of these programmes, seek anonymous feedback from employees on the services provided — this ensures continuous improvements and adaptations based on staff needs.
2. Flexible Work Arrangements and Rota Calendar
Flexible work arrangements — including flexible hours, remote work, and job sharing — are effective for improving work-life balance, reducing stress and burnout, and increasing overall job satisfaction.
Embrace a more adaptable approach to work schedules: let your team members kick off and wrap up their days at times that align with their personal rhythms — doing so can ease the stress that comes with rigid office hours. In the same way, offering the option to work remotely can slash commuting times and expenses, and provide a more relaxed work environment.
Similarly, job sharing, where a pair of part-time employees cover the responsibilities of one full-time role, strikes a balance between work commitments and personal life — this accommodates their personal tasks while maintaining productivity levels.
Complementing these, a well-managed rota calendar, where work hours and tasks are equitably distributed, reduces the risk of employee burnout. This is achieved through clear, transparent scheduling, taking into account individual employee's capacities and ensuring all employees receive sufficient rest periods.
3. Wellness Programmes
Wellness programmes provide a holistic approach to employee wellbeing, supporting both physical and mental health. These initiatives can include:
Fitness initiatives such as subsidised gym memberships or on-site fitness classes
Nutrition workshops with tips on healthy eating and meal preparation
Mindfulness training to learn stress management and relaxation techniques
To ensure maximum participation, it's important to offer a diverse range of options catering to different interests and needs. Regularly surveying employees to gauge their interest in different wellness activities ensures your programme stays relevant and engaging.
4. Recognition and Reward Systems
Recognition and reward systems can be tangible, such as bonuses and promotions, or intangible, such as praise and public acknowledgement.
For example, implement a quarterly award for exceptional work, provide a monetary bonus or a promotional opportunity. On the other hand, a regular newsletter recognising the achievements of employees or a simple thank-you note for a job well done can instil a sense of value and appreciation among the workforce.
Addressing the stigma: HR’s mission to foster an open mental health culture
The stigma associated with mental health continues to be a pervasive issue in many workplaces: this creates barriers to treatment and support, and also feeds into the cycle of stress and anxiety. HR professionals, business leaders, and managers have a significant role to play in addressing this issue and fostering an open culture around mental health.
1. Mental Health Awareness Campaigns
Effective mental health awareness campaigns can be powerful tools to promote understanding and acceptance. An integral component of these campaigns is arranging informative events. Organise awareness weeks that feature webinars, panel discussions, and Q&As with mental health experts. Ensure topics cover a range of mental health issues, treatments, and preventative measures.
Next, create a resource library, offering resources in digital or physical format, about various mental health conditions, treatment options, and self-help strategies. The information should come from reputable sources such as mental health charities, healthcare providers, and mental health professionals.
Remember, the messaging around these campaigns should be inclusive. Frame mental health as an issue affecting everyone, regardless of their position or department: this shared understanding promotes empathy and reduces stigmatisation.
2. Training Programmes
Implement training programmes to improve mental health literacy, enhance empathetic communication, and enable the identification of distress signs:
Mental health literacy training: Provide training sessions aimed at boosting the employees' understanding of mental health issues, signs of distress, and misconceptions. This can be done via online courses, workshops, or professional training providers.
Empathy training: Offer training on empathetic communication techniques to managers and employees. This ensures that any discussions around mental health are handled with care, tact, and understanding.
3. Confidential Support Systems
Confidential support systems enable employees to discuss their mental health concerns openly. Offering one-on-one sessions with mental health professionals can provide immediate guidance and support.
In addition, consider implementing anonymous helplines that employees can reach out to when they need help. It's also beneficial to create safe spaces within the workplace, such as quiet zones or private online chat rooms. These spaces give employees a place to relax, recharge, or seek support from their peers.
4. Open Dialogue
Promote platforms for sharing experiences and best practices related to mental health:
Wellbeing meetings: Regularly schedule meetings dedicated to discussing mental health and wellbeing topics. Encourage employees to share their experiences and coping strategies.
Discussion forums: Launch online platforms or forums where employees can engage in anonymous conversations about mental health issues, offer support, and share resources.
Guest speakers: Invite external speakers who have experienced mental health challenges to share their stories. These first-hand accounts can provide unique insights, break down barriers, and encourage employees to speak more openly about their own experiences.
An active implementation of these strategies helps with crafting a work culture that is open, accepting, and stigma-free when it comes to mental health.
A way for shaping a stronger workforce
Business leaders and HR professionals play a crucial role in shaping this shift towards a resilient workforce. When we cultivate a flexible and supportive work environment, and initiate programs that cater to the diverse needs of our employees, we are building workspaces that are not just efficient and productive, but also empathetic, caring, and human-centred.
How can your organisation evolve to effectively address the mental health needs of your employees, fostering a culture that not only understands but actively supports their journey towards wellbeing?
Rob is a content marketing manager at Deputy, a robust scheduling software that can be used to manage your workforce in a wide variety of different industries. Aside from helping businesses reach operational efficiency, he keeps up to date with the latest trends in SaaS, B2B, and technology in general.