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6 Practices for Addressing Employee Mental Health Needs

Gary Shapiro, Senior Vice President, Program Brokerage Corporation

Depression affects as many as one in three adults,1 and has been shown to affect the workforce as well—68% of Millennials and 81% of Generation Z left their jobs in 2021 due to job-related mental health reasons.2 COVID-19 has only made these issues worse. However, a comprehensive program that addresses employee mental health issues improves productivity and reduces turnover. Following these six practices can help build a strong framework for mental wellness, both at home and at the office. These practices were developed by the Health Enhancement Research Organization (HERO), a nonprofit dedicated to identifying and sharing the best practices on workplace health and well-being.

1. Raise awareness about mental health and emotional well-being

Reducing the stigma around mental illness in the workplace takes building awareness:
  • Train managers to recognize and respond to employee mental health needs
  • Encourage and give permission for employees to seek help when needed
  • Reinforce the message that maintaining employee mental health is a core value
  • Post interviews of leaders sharing personal stories to help destigmatize challenges that everyone faces

2. Manage risks related to work, ­environment and culture

Organizations need to honestly evaluate how the work environment contributes to mental health issues and try to change it for the better:
  • Engage employees and seek their involvement in shaping workplace culture
  • Take work-life balance issues seriously; consider flexible work schedules and assistance with child and eldercare needs
  • Provide workspaces or office environments that encourage collaboration and minimize isolation, and offer virtual options for a hybrid workforce

3. Assess employee mental health needs and measure the impact of intervention

As mental and emotional well-being encompasses a broad spectrum of conditions and severity, there isn’t a single best solution to address all mental well-being concerns in the workplace. But successful support programs have several things in common:
  • They are grounded in quantitative and qualitative insights into the overall health of the organization
  • They are able to measure success and show what works
  • They usually focus on critical success metrics or KPIs like absenteeism, productivity, motivation, turnover and health outcomes
Following these SIX PRACTICES can help build a STRONG FRAMEWORK FOR MENTAL WELLNESS, both at home and at the office.

4.    Provide and promote access to evidence-based, high-quality care for mental health

At its base, any mental health wellness strategy needs to include behavioral services:

  • Access is generally through health plans, EAPs and other partnerships with mental health care providers
  • Employers can lower co-pays and fees to reduce financial barriers to care
    Programs should span mental health and substance abuse prevention and treatment
  • Promote awareness through multiple strategies and channels, helping reduce the stigma associated with mental health while improving access3 

5. Integrate employee mental health needs into a comprehensive strategy

There’s a link between mental and physical health. Recognizing the following will help integrate mental health initiatives into a comprehensive wellness strategy:

  • Every dimension of well-being is linked to mental health and emotional health
  • These dimensions include emotional well-being (which lifestyle coaching can help address), career wellness (career development and coaching) and financial wellness (guidance on budgeting and setting financial goals)
  • A successful and comprehensive well-being strategy requires adherence to industry best practices4

6. Partner with local and national organizations

Community and national partnerships benefit both employees and employers:

  • Partnerships provide additional resources that are convenient and often low-cost
  • Working with a local or national organization on mental health can help employers quickly establish best practices and increase credibility
  • Partnerships also encourage greater levels of volunteerism, which has been shown to improve mental and physical well-being

Working with a specialty insurance broker, who understands the coverage issues and negotiates coverage that is customized towards your business’ risks, is key in guaranteeing balance sheet protection and preventing additional disruption to your business. Most importantly, stay safe and vigilant and we will get through these times together.  

Program Brokerage Corporation (PBC) is the nationally endorsed insurance broker of the National Pest Management Association (NPMA). With over 85 years of experience, our experts are able to review your current coverage and identify ways to best protect your pest control business during the dips and peaks of the industry. For more information, please contact PBC at 800-431-2794, info@programbrokerage.com, or visit our site at www.programbrokerage.com.

References
1.    The Brink, “Depression Rates in U.S. Tripled When the Pandemic First Hit – Now, They’re Even Worse,” October 7, 2021.
2.    Harvard Business Review, “It’s a New Era for Mental Health at Work,” October 4, 2021.
3.    McKinsey & Co., “Overcoming stigma: Three strategies toward better mental health in the workplace,” July 23, 2021.
4.    These categories of best practices include culture; robust mental health benefits; mental health resources; workplace policies and practices; a healthy work environment; leadership support; outcomes measurement; and innovation. Source: Journal of Occupational and Environmental Medicine, Organizational Best Practices Supporting Mental Health in the Workplace, December 2021.