Mental Health in the Workplace
Over the last two years, stress has permeated all areas of our lives, especially in the workplace. When COVID-19 shook up all of our routines, many organizations were left scrambling to create a work environment to safely support their employees while meeting their bottom line. It is not an easy task, and organizations across the globe are still finding their way.
The 2021 Kane Insights Report found that 68% of Wisconsin working women experience some, very or extreme levels of stress, compared to 50% at the national average. Furthermore, one in four Wisconsin working women does not think that their employer cares about their mental health.
As Wisconsin businesses negotiate a next normal, they have an opportunity to build better, less stressful workplaces that support employees of all backgrounds, ages and experience levels.
There are many ways that employers can tailor a wellness model to fit the needs of their staff, but below are some ideas to get you started.
Regularly conduct employee satisfaction surveys.
Garnering honest employee feedback is one of the clearest avenues to understanding how your team is truly feeling. It can be especially hard for employees to speak up about their mental health struggles or concerns about their role unless they are prompted to do so. Offering an avenue for anonymous feedback, especially through a third party, allows employees to tell you how they are really doing, so you know what needs attention. Asking the right questions is critical.
In 2018, Kane conducted research with employees at a local entertainment district to build an employee communication and engagement program designed to breathe life and fun into the organization. This research informed the implementation of a new CEO vision and how employees would play a role in it. Employees were excited and curious about what was happening. One employee noted that the vision roll-out event “felt different and special,” and that this was the first time in a long time that all district employees were gathered together in one room.
Since the research was conducted and CEO vision implemented, employee satisfaction has grown exponentially and regular employee surveys are a key component of the district’s employee engagement plan.
Conducting surveys regularly can help employers establish a baseline of employee satisfaction and identify and manage trends that emerge.
Offer benefits that alleviate stress.
While some people may equate employee wellness with ping-pong tables in the office and candy machines in the breakroom, the key idea behind employee wellness is providing employees with the resources they need to operate in their optimal state. Consider offering workshops in stress management, mindfulness and mental well-being. Provide an employee assistance program that helps employees gain access to mental health services.
At the end of the day, the resources provided should look beyond surface-level amenities and move toward the overall wellness of an individual.
Communicate how to access mental health resources.
Once you have determined the wellness options you would like to offer your employees, make sure to communicate them clearly to your team. This seems like a simple step, but many employees know their employers have wellness resources but remain unsure of what they actually are. Review your benefits package and educate employees about how they can access available mental health resources. Consider adding a recurring “did you know” section of your internal newsletter or agenda item during standing meetings that highlights these offerings, and encourages your staff to take advantage of these important services.
The bottom line: Stress in the workplace comes with the territory, but should not be so prevalent that the mental health of your team is compromised. The key is listening to employees, what they need, and reminding them that resources are available for them to thrive in their position.
Are you looking for help to implement new mental health resources for your team? Kane can help!