How to Promote Employee Mental Health in a COVID-19 World

In every workplace employee mental health should be a concern for any business leader as the morale of your staff impacts their productivity and general well-being.

While the pandemic has taken its toll on businesses, it has also impacted the general employee mental health of workers in almost every industry. Isolation has led to increased rates of stress, anxiety, depression, and more severe mental health issues.

Restrictions have also created a disconnect between co-workers, which increases the challenges of addressing mental health issues in the workplace. Here are some of the most effective ways to promote better employee mental health in a new COVID-19 world.

Destigmatize Workplace Mental Health Issues

Workers who suffer from mental health issues, such as anxiety or depression, are often afraid to speak up. The stigma of mental health keeps people from seeking the support and help that they need to cope with their struggles. Business leaders can change this behavior by destigmatizing employee mental health.

Promoting a more supportive work environment helps staff feel more comfortable expressing themselves. Instead of hiding their issues, they can address them and overcome them. Destigmatizing workplace mental health also starts at the top. Leaders need to ensure that everyone within the organization understands the importance of prioritizing the health and safety of employees. This may require a special statement from the CEO and other executives.

For example, an organization may update its mission statement to reflect its new focus on employee health and safety. They may also outline any changes to workplace policies, such as additional paid time off or the availability of remote work arrangements.

Maintain Transparency Related to Health and Safety Decisions

Always lead with transparency when making decisions based on COVID-19 precautions. Staff should feel that their opinion matters instead of being blind-sided by updates to health and safety policies.

Supervisors should discuss concerns with staff and relay these concerns to executives. Making decisions based on employee feedback helps create a work environment that supports better workplace mental health. Employees begin to feel more valued, which helps boost morale.

Provide Greater Flexibility to Increase Employee Mental Health

COVID-19 forced many businesses to adopt remote work policies, especially in the tech-heavy regions of California. Forcing employees back into the office before they feel comfortable doing so may add to their stress and mental health concerns. As your organization transitions to a new normal in the COVID-19 world, maintain flexible work arrangements.

Many employers have found that remote work is not as much of a logistical challenge as they assumed. The State of California has provided employers with many resources for dealing with these changes, including extra guidance and assistance programs. Continue to allow employees to work from home part-time whenever possible. Use video conferencing, file sharing tools, and other technologies to let workers complete their job duties remotely.

Promote a Culture That Creates a Better Work/Life Balance

Allowing employees to work remotely part-time can help improve their work/life balance. However, there are additional steps that businesses can take to separate work and home life, starting with the creation of boundaries.

Promote a workplace culture that does not require employees to remain on-call outside of work hours. For example, you can limit the use of emails and text messages after hours. Let your staff know that they should never feel pressured to work long hours or deal with work matters outside of the office. Give staff the time needed to disconnect from the workplace.

Review and Update HR Policies and Employee Mental Health Benefits

Many employees may not be aware of their organization’s mental health policies. These policies address the availability of paid and unpaid time off for dealing with health issues, along with the processes for reporting health and safety concerns.

Review current human resources (HR) policies to determine if the current benefits adequately support better workplace mental health. You may choose to offer additional paid time off or establish an employee assistance program that helps connect employees with the resources that they require.

Create an Open Line of Communication to Discuss Workplace Mental Health

After implementing changes to workplace policies, continue to encourage an open line of communication from the bottom to the top. Everyone should feel comfortable raising concerns or suggesting new ideas.

Require executives and supervisors to maintain a united front and set the right example.
They should reinforce the organization’s objectives of promoting the health of employees.

In the end, employers have a responsibility to maintain a safe environment for their employees. Part of maintaining a safe workplace involves addressing mental health issues. Employees may occasionally need more time off. Some employees may also not feel comfortable working in an office until the pandemic passes. Try to accommodate their needs as much as reasonably possible.

Instead of focusing on the bottom line, focus on the needs of your employees. Promoting better employee mental health helps drive success. For help implementing some of these suggestions, request advice from us. Click here to get a free consultation.