FOSTERING GOOD MENTAL HEALTH E


very employer wants a healthy and happy workforce. Robust levels of productivity, after all,


contribute mightily to the bottom line. Recent times, however, have seen the rise of a threat to efficient operations: a growing incidence of employee mental health issues. “Nearly one in five adults is battling a mental health condition today,” says Lynn Merritt, senior vice president for the Blue Cross Blue Shield Association. “And only about half are receiving adequate treatment.” In the fall of 2022 the U.S.


Preventive Services Task Force, a panel of medical experts appointed by the U.S. Department of Health and Human Services, recommended that all adult patients under the age of 65 be screened for anxiety during their physical exams. Anxiety is described as excessive fear or worry that inter- feres with an individual’s normal daily activities. “The pandemic has taken a tremendous toll on the mental health of youth and adults,” says Lori Pbert, a task force member. “We know it has heightened the trend toward more anxiety and depressive disorders that we’ve been seeing over the past decade or so.” The workplace is being hit espe-


cially hard. Some 76 percent of full- time employees reported experiencing at least one mental health symptom in the past year, according to a survey from Mind Share Partners, a work- place wellness consulting firm. Moreover, more than half the Gen Zers, who make up a growing percent- age of the nation’s workforce, reported symptoms of anxiety and depression.


Rising Costs Unresolved mental health issues can lead to burnout, anxiety, and depres- sion—common causes of absenteeism and poor performance. Employers also incur direct costs in the form of spikes in disability claims and health insur- ance premiums. Finally, high stress levels can result in an increase in res- ignations at a time when employers can ill afford to lose personnel. “Fifty percent of survey respondents


FIRST QUARTER 2023


reported leaving their jobs due to mental health reasons,” says Michael Davis, principal of Mind Share Partners. Notably, the comparable fig- ures were 68 percent for millennials and 80 percent for Gen Zers. The after-effects of COVID-19 are


the most immediate cause of the pub- lic’s increasing stress levels. But while the pandemic has disrupted lives and created anxiety about the future, psy- chologists say other factors are also in play. “Shootings and other violence in the news, social justice issues, eco- nomic uncertainty, and a sense of political polarity have all made people keenly frightened,” says Bernie Dyme, president of Perspectives Ltd, a work- place wellness consulting firm. “They feel the world is not comfortable, safe, and secure.” Moreover, these societal pressures


are hitting employees as they struggle to handle the growing workloads and longer hours resulting from the busi- ness world’s continuing drive for greater productivity. Such work- place-specific pressures are only made worse by the tight labor condi- tions that have been the legacy of the great resignation. When job positions go unfilled, already overworked per- sonnel must handle additional responsibilities.


Getting Help Businesses can take steps to enhance the mental health of their employees. The most important one is to create a healthy work environment. “To hold onto people, companies need to build good corporate cultures where people feel connected,” says Patrick J. Kennedy, co-founder and director of One Mind At Work, a global coalition of organizations committed to the development of a standard for work- place mental health. That means creat- ing cultures of psychological safety where people feel respected by a company that cares about them. Opening up about mental health


issues is critical. Supervisors need to eliminate any of their own lingering resistance to discussing the topic, and


How Well Do You Address Mental Health Issues?


Does your workplace encourage good employee mental health? Find out by taking this quiz. Score 10 points for each “yes” answer to these questions. Then total your score and check your rating at the bottom of the chart.


Has your business taken the following steps? __ Created a work environment that encourages employees to communicate openly about stressors and mental health issues?


__ Ensured that supervisors build healthy relationships with workers through regular check-ins?


__ Developed appropriate procedures for approaching employees who exhibit behavioral problems?


__ Encouraged autonomy, fairness, and enhanced employee self-worth with rewards and recognition?


__ Given special attention to the psychologi- cal well-being of remote workers?


__ Informed employees about available mental health resources, including clear instructions on where to go for help?


__ Modified policies and procedures around paid time off, flexible hours, and mental health days?


__ Reframed performance reviews as opportunities for feedback and learning?


__ Conducted pulse surveys to better understand ongoing stressors affecting employees?


__ Ensured the company health insurance program covers mental and psychological issues, and looked into telemedicine as a way to assist employees who need counseling?


__ TOTAL


What’s your score? 80 or more: Congrat- ulations. You have gone a long way toward ensuring good mental health for your employees. Between 60 and 80: It’s time to fine tune your policies. Below 60: Your business is at risk. Take action on the suggestions in the accompanying story.


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