Seven steps to support your employees’ mental health

Burnout, exhaustion, anxiety and depression are more prevalent among American workers than ever before. In the U.S., 76 percent of workers report at least one symptom of a mental health condition, such as anxiety or depression.

When employees are struggling with poor mental health, it leads to high turnover rates, presenteeism, reduced productivity and performance issues. According to Gallup, employees with inadequate mental health miss four times more work. This missed work is estimated to cost the U.S. economy $47.6 billion annually in lost productivity.

Employers are often unaware of their employees’ mental health challenges. That’s because employees with mental health problems often face stigma, which can prevent them from seeking help and hinders their recovery. One 2022 study by the American Heart Association revealed that 63% of employees diagnosed with a mental health condition have not told their employer.

A happy workforce is good for the bottom line
A positive workplace culture that actively promotes mental health support can set an organization apart. When employees are mentally healthy, they tend to be more motivated, engaged and productive in their work.

• Focusing on workplace mental health also boosts your business. Employers who invest in mental health can expect to see:
• An engaged workforce
• Improved productivity
• Fewer injuries
• Lower health care costs
• Less turnover
• Enhanced recruitment

It’s estimated that for every $1 spent on mental health concerns, employers will see a $4 return in productivity gains.

Also, more than 80% of workers agree that how an employer supports mental health will be an important consideration for them when they look for future work.

A roadmap for mental health at work
Building a workplace that is mental health-friendly is a commitment, but it can have a profound effect on your employees and your bottom line. Here are seven key strategies for providing a successful program to support your employees’ mental health:

1. Create an action plan. Assess the needs of employees, and with their input and representation, create a mental health action plan. Translate your employees’ feedback into action. Develop a common language for sensitive topics and set a positive tone to move forward. Select programs that can demonstrate effective results.
2. Prioritize mental health. When leaders voice support for mental health and encourage employee engagement with mental health benefits and programs, employees will feel safe using them. Leadership can also help decrease the stigma associated with mental health by initiating key conversations and prioritizing policies and programs.
3. Provide education and training. Make mental health training mandatory for your company’s leaders to help them be more aware and invested. Train managers to recognize signs of stress or burnout and provide support, and help them learn what to do if they see signs of emotional distress or substance abuse. Help managers address needs across a continuum of care, for employees who are low risk (no symptoms) to high risk (require treatment and rehabilitation).
4. Communicate with employees. A mental health program won’t succeed if employees don’t know about it. Inspire meaningful engagement with your employees. Offer workshops, seminars, and resources that focus on mental health awareness, coping strategies and stress reduction, such as:
   • Biometric screenings and health education, including exercise, nutrition, sleep habits, time management, and stress-reducing practices such as meditation.
   • Programs and resources and how to use them, such as how to find a therapist, how to access the Employee Assistance Program (EAP), how to use paid time off, and how to access mental health benefits.
   • Building better relationships at work, such as how to manage conflict, reframe negative thoughts, stay organized and establish boundaries at work.
5. Implement targeted strategies. Create policies that build a supportive environment and normalize mental health self-care and treatment. Incorporate key policies and programs, such as flexible hours, remote work and increased opportunities for recognition. Implement policies that discourage overworking and prioritize a healthy work-life balance. Encourage employees to take breaks and use their vacation time.
6. Build mental health resources into your benefits. Connect employees to available resources, through the EAP and with comprehensive mental health benefits. Be sure there is an adequate network of psychologists and psychiatrists to provide care.
7. Measure effectiveness. Request outcomes data to show how well your program is working. Regularly assess and adjust the program based on feedback and evolving organizational needs.

Before you dive in, it’s important to understand there is no one-size-fits-all solution. To have an impactful mental health program, employers need to recognize everyone as an individual with unique mental health needs and preferences that change over time. Some employees will be interested in learning about mental health but aren’t ready to change behavior. Others, who are ready to change, may need continued motivation. A program that is tailored to the individual inspires participation and drives engagement.

Let us help deliver results. As an employer with Blue Cross and Blue Shield of Kansas insurance, you have complimentary access to our team of health and wellness experts. We provide collaborative, comprehensive support with research-backed programs that empower employees and foster real change. Our team can provide consultations, wellness tools (online and app), educational sessions, biometric screening support and health and wellness resources. To start creating your mental health program, connect with our wellness team today.