10 Ways to Improve Mental Health in the Workplace

1. Encourage Open Conversations About Mental Health

Creating a culture that embraces mental health discussions goes beyond offering a few training sessions or newsletters. It involves embedding mental health into the very fabric of the company's communication and leadership style. When mental health is a consistent part of the dialogue, it becomes easier to identify issues early and provide support.

Leadership often underestimates the impact of their own vulnerability on normalising mental health conversations. Sharing personal experiences, even in subtle ways, can signal to employees that it's safe to be open. Additionally, appointing mental health champions can create relatable touchpoints within the organisation, people who aren't part of HR but still play a role in driving these conversations. This bottom-up approach can often reach employees in ways that formal programs cannot.

2. Foster Work-Life Balance

While flexibility and remote work have become more common, the challenge lies in avoiding ‘flexibility fatigue.' When lines between work and personal time blur, employees might struggle to disengage, inadvertently leading to burnout. Organisations should recognise that promoting balance involves setting boundaries, not just offering options. Some practices that can help prevent burnout are:

• Encourage Regular Breaks and Reasonable Working Hours: Promote policies that allow employees to step away from work to take breaks. Encourage employees to set specific start and end times for their workday. Avoid glorifying long hours as a measure of commitment.
• Promote Vacation Days and Mental Health Days: Executives and managers must exemplify work-life balance. Normalise taking time off as a proactive measure for maintaining mental well-being. Encourage employees to use their allotted vacation days without guilt and emphasise the importance of mental health days.
• Offer Flexible Work Schedules and Remote Work Options: Provide employees with autonomy in managing their schedules, accommodating different working styles and personal needs. Conduct periodic workload assessments to identify overstretched departments or teams. Addressing these imbalances can significantly reduce burnout and promote a healthier work environment.

3. Train Managers to Recognise Signs of Stress and Burnout

The effectiveness of managerial training is often limited to spotting obvious signs of distress. However, recognising the subtler indicators can make a significant difference. Here's how managers can play an important role in creating a healthy workspace:

• Train Managers on Psychological Safety: Use employee engagement data, such as performance metrics, absenteeism patterns, and feedback from pulse surveys, to identify early signs of stress or burnout across teams.
• Build a Supportive Culture: Beyond identifying early signs of burnout, managers should understand how to create an environment where employees feel safe expressing their concerns. Psychological safety encourages transparency and reduces the fear of repercussions when employees speak up about their mental health.
• Establish a Supportive Feedback Culture: Encourage regular, informal check-ins where employees can freely discuss workload concerns and stressors. Make mental health a standard topic during one-on-one meetings. Instead of asking, 'How's your workload?' frame questions around well-being, such as, 'What's contributing to your stress right now?'

4. Promote Physical Wellness

Physical and mental health are interlinked, and promoting physical wellness can have a significant positive impact on mental well-being. Workplaces can focus on both these important aspects of health by:

• Implement Holistic Wellness Programs: Design programs that combine physical activity with mental health elements, such as fitness challenges paired with mindfulness exercises or yoga that incorporates breathing techniques aimed at reducing anxiety.
• Promote Active Lifestyles Through Perks: Provide benefits like gym memberships, on-site fitness classes, or subsidies for health-related activities. Even offering resources for at-home fitness can encourage employees to stay active.
• Highlight the Connection Between Physical Health and Mental Well-Being: Educate employees on how regular physical activity can alleviate symptoms of stress and anxiety, reinforcing the importance of an active lifestyle.

5. Reexamine Health Insurance Policies with a Focus on Employee Mental Health

Health insurance policies should evolve to address the full spectrum of mental health needs. Comprehensive coverage ensures employees can access essential services without financial barriers. While reviewing your group health insurance, keep in mind the following things:

• Include Preventive Mental Health Programs: Go beyond covering therapy or medication. Add benefits like workshops on stress management, telehealth services for counselling, and access to mindfulness apps.
• Educate Employees on Using Their Benefits: Many employees aren't fully aware of what their health insurance covers, especially regarding mental health. Regularly share information on available resources through internal channels.
• Collaborate with Trusted Platforms: Partnering with providers that offer a blend of physical and mental health solutions, such as wellness sessions, gym discounts, and hassle-free claims for mental health services, can enhance the perceived value of health benefits. To include similar solutions and more to your employee benefits, connect with an expert at Policybazaar for Business.

6. Offer Mental Health Days and Time Off

Introducing mental health days as part of a comprehensive leave policy recognises the reality that mental health fluctuates just like physical health. But simply offering these days is not enough. Leadership should be proactive in encouraging their use-not as a last resort, but as a regular practice for maintaining well-being.

This requires changing the narrative around taking time off. Rather than viewing mental health days as a response to crisis, they should be positioned as a proactive measure for sustainable productivity. Leaders who openly discuss their own use of mental health days can further break down the stigma and normalise the practice.

7. Raise Awareness Through Workshops and Other Training

Workshops and training sessions are essential for building mental health awareness and providing practical tools for employees and managers. To maximise impact:

• Organise Regular Workshops: Focus on stress management, resilience, and emotional well-being. Offer tailored strategies for workplace-specific stressors, integrating practical techniques like mindfulness and time management exercises. Make these sessions a routine part of the company's development programs.
• Provide Specialised Training for Different Roles: Equip leaders to spot mental health concerns, hold supportive conversations, and foster a safe environment. Empower staff to recognise early signs of mental health issues and use company resources. Use interactive modules, such as self-assessment tools or myth-busting exercises.
• Engage Mental Health Professionals or Guest Speakers: Incorporate live demonstrations, Q&A, or workshops led by experts to encourage participation. Their Personal stories can humanise mental health and reduce stigma, making the topic more relatable.

8. Listen to What Your Employees Need and Use Their Feedback to Evolve

Understanding employee mental health requires ongoing communication and adaptability. Conducting anonymous surveys helps uncover specific stressors and challenges, giving a voice to employees who may not feel comfortable sharing openly. Regular check-ins with teams further facilitate open dialogue about mental health concerns, creating a space where employees can discuss their needs and highlight areas for improvement.

It's essential to act on the feedback gathered, making tangible changes to policies, benefits, or work environments based on what employees share. This not only shows that the organisation values their input but also reinforces trust and encourages a culture where mental health is actively prioritised.

9. Take a Critical Look at Equity, Diversity, and Inclusion Policies

Effective EDI policies recognise that different groups may have distinct mental health needs. Reviewing these policies regularly ensures they address the experiences of diverse employee groups and adapt to any emerging issues. Companies should:

• Review existing EDI policies: Ensure they are inclusive of various cultural backgrounds and address unique mental health challenges faced by different groups.
• Offer culturally sensitive mental health resources: Include therapists or counsellors who can cater to different cultural and demographic backgrounds.
• Create employee resource groups (ERGs): Provide dedicated support networks, allowing underrepresented employees to share experiences and advocate for mental health needs collectively.

10. Reduce Workplace Stressors

Systemic stressors in the workplace can significantly impact mental health, and addressing them requires proactive measures. Start by minimising excessive workloads and setting realistic deadlines to help prevent burnout. Encourage delegation to distribute tasks more evenly and provide employees with the resources needed to perform effectively. It's also important to address any toxic behaviours or cultural elements that contribute to stress, such as poor communication or favouritism. By focusing on reducing these stressors, companies can foster a healthier work environment that supports sustained employee engagement and well-being.

Conclusion

Prioritising mental health in the workplace is essential for fostering a resilient, productive, and engaged workforce. Companies that actively invest in their employees' mental well-being not only improve individual quality of life but also enhance organisational performance and culture. Addressing mental health calls for concrete actions, such as offering supportive policies, accessible resources, and proactive stress management strategies. If your organisation is seeking to elevate its mental health initiatives, consider connecting with an expert at Policybazaar for Business to explore tailored solutions for comprehensive employee benefits, including mental health support, wellness programs, and personalised resources.