In 2020, the world of work changed - in many cases, not for the better. Some workers were constantly threatened by unemployment, and others spent more time at work than anywhere else. While Covid, the threat of unemployment, and personal responsibilities turned employees' lives upside down, work was still a priority. As a result, many employees had to choose between providing excellent work or their own sanity. So, people turned to HR as a support system for providing mental health resources.
More and more employees report struggling with mental health. Some worry that disclosing their struggles could put their job at risk — especially with an impending recession. By addressing mental health, providing support, and incorporating it into your workplace environment, you can brand yourself as a top employer, especially for young candidates. Here's how.
HR's Role in Helping Manage Mental Health
It is HR's responsibility to act as a support system for employees. The Americans with Disabilities Act addresses mental health conditions. So, it's not just a great branding strategy to promote mental health benefits, but it is a legal requirement to at least provide accommodations. However, you should strive to offer more than just the bare minimum.
As an HR leader, you should take the lead in uncovering what potential benefits you can provide along with the costs. Present these benefits to your workforce to decide what would be most useful. Once you've created a small package specifically designed to address mental health needs, then take it upon yourself to educate your workforce and communicate what is available to them. As you spread the word about the company's approach to supporting mental health, try to destigmatize the use of company resources.
Additionally, remember that promoting mental health isn't just about the services and benefits you can provide. Toxic work environments are one of the biggest threats to employee mental health. So, work hard to ensure the work environment and culture is one that your employees love being in every day.
Mental Health Benefits as a Recruiting Hook
The world of work has undergone so many changes. One of the most significant adjustments recruiters must make is that salary is no longer the most crucial thing to candidates and employees. While it is still a vital aspect of any job offer, candidates have begun looking at company culture and benefits packages.
Consider this. Earlier this year, a survey of Gen Z and Millenials stated that 44% and 43% noted that they recently left a job due to workplace pressure, and over 20% believe their employer is not doing enough to support mental health. As you can see, retention and recruiting efforts must move past focusing on salary and prioritize support that eases pressure and stress in the workplace. So if you're competing for a candidate with a similar job offer, discussing your commitment to managing anxiety and burnout could potentially give your job offer the win.
Three Ways to Support Mental Health in your Workforce
There are numerous benefits your team can provide to manage burnout and support mental health. Here are a few.
Provide More Flexibility in your PTO Scheme
Providing ample PTO options gives employees flexibility. Flexible PTO is unique because it gives your employees unlimited time off. Flexible PTO frees employees to use extra days to maintain personal responsibilities or take mental health days to rest. You can even go the extra step and not require employees to disclose why they are taking PTO.
For some companies, flexible PTO is not a viable option. So, another way to introduce flexibility into your employees' schedules is by allowing them to set their hours. Of course, there are specific parameters based on meetings and group projects. However, most employees are more effective when they can take breaks and do individual work when they feel productive. Additionally, it allows employees to work around any appointments scheduled during the week.
Seek a Health Insurance Provider that Covers Mental Health Services
Most employers provide employer-sponsored health insurance. So, research the current plan's services and benefits. If necessary, find a healthcare provider that aligns better with what you're looking for. Additionally, many insurance providers offer an Employee Assistance Program, or EAP, which encompasses mental health offerings. If your insurance provider participates, ensure you educate your workforce on the elements of the package.
Creating a new PTO policy or changing your healthcare provider are significant workplace changes. If you cannot make such massive changes, consider small actions supporting employee mental health. Examples include
Subscriptions to meditation and mental health apps
Fitness and health stipends
Office space designated for naps, meditation, decompression
These options alone are not enough. In addition, be sure to promote a healthy work environment by creating a culture of transparency, acceptance, and growth.
Conclusion
Saying you support mental health is one thing. Backing it up with real benefits and resources is another. Make sure your company shows your employees that mental health is a priority and you are taking deliberate steps to provide employee support.
In a competitive job market, being a leader in employee well-being sets you apart. Don't be a company that waits to see what others provide before making your own decisions on how to support your employees.