Mental Health in the Workplace: The Ultimate Guide. How To Break The Stigma and Creating a Supportive Environment
Mental health in the workplace is essential. We already know that. But what’s equally important is how we eliminate the stigma that continues to surround us during our time at work. As employees, we know our bosses care about our performance, but we forget that most of them also care about us as people. As employers, you know that your people have lives outside of work, and they bring their worries, family drama, financial troubles, parenting issues, and a host of other problems—like addictions and, yes, mental health struggles.
It’s not that we don’t want to talk about our issues. Most often, we don’t speak because we don’t know how. Instead, we are loyal subjects to the tyranny of the urgent. So, we let our silence breed stigma and shame because we come to believe that our struggles are not important enough to stand in the way of the work that needs to be done.
However, at RemedyLIVE, we are on a mission to reverse that trend and make employee care a key part of a healthy, productive workplace.
Here’s how we do it.
1. Break the Stigma
Educate: Begin by educating your workforce about mental health. Host workshops, lunch-and-learns, or webinars to discuss common mental health conditions, symptoms, and coping mechanisms. Fortunately, we make that easy for you. Book a Wired Experience, and let us help you start the conversation.
Leadership Role: Encourage leaders to share their experiences with mental health challenges. When executives openly discuss their struggles, it sends a powerful message that seeking help is acceptable.
Language Matters: Use inclusive and compassionate language. Avoid stigmatizing terms and emphasize that mental health is as crucial as physical health.
2. Flexible Work Arrangements
Remote Work: Offer flexible work-from-home options. Remote work can reduce stress related to commuting and provide a better work-life balance.
Flexible Hours: Allow employees to adjust their work hours. Some may be more productive early in the morning, while others thrive in the evening.
Mental Health Days: Implement a policy for mental health days. Just as sick days are accepted, mental health days should be too.
3. Create Safe Spaces
Quiet Rooms and Outdoor Spaces: Designate quiet rooms where employees can take a break if needed or a place to get outside, take a walk, and get some fresh air.
Support Groups: Facilitate peer-led support groups for specific mental health conditions (e.g., anxiety, depression, grief).
Anonymous Channels: Set up anonymous channels for employees to express concerns without fear of judgment.
4. Training for Managers
Recognize Signs: Train managers to recognize signs of distress in their team members. Early intervention can prevent escalation.
Active Listening: Teach active listening skills. Managers should listen empathetically and offer support when needed.
Referral Resources: Provide information about available mental health resources (counselors, therapists, helplines) that managers can share with employees.
5. Promote Work-Life Balance
Encourage Breaks: Remind employees to take regular breaks during the workday. Encourage short walks, stretching, or mindfulness exercises.
Set Boundaries: Discourage after-hours work emails or calls. Respect personal time and boundaries.
Wellness Programs: Organize wellness programs, such as yoga classes, stress management workshops, or nutrition sessions.
Finally, since we are being honest and transparent, this is not just about being the kind of employer that takes care of its employees—indeed, a worthwhile goal—it’s also about productivity. Giving your people the time, space, and resources to properly care for their mental health increases employee retention, job satisfaction, and quality of work. Translation: employees with good mental health are just better employees. And that translates into a healthier bottom line for your business.
