Normalizing discussions of mental health in the workplace has increased over the last 10–15 years as the stigma of seeing a mental health practitioner has decreased. Although this statement cannot be generalized to all workplaces, employers in-general have concerns about employee productivity, absenteeism, demeanor, and overall participation as a contributor. A constellation of these behaviors may be a signal of mental health distress or other distractors from the employee’s personal life. Of course, behaviors that overall reduce productivity are financial costs to the organization.

Prevalent symptoms

The two most prevalent mental health issues are anxiety disorders and depression though these often go undiagnosed. What are behaviors to notice for yourself and others?

• Depression may manifest through withdrawal from projects and activities, isolation of sorts. Individuals may appear tired, passive, and listless and perhaps report that they are tired and prefer to sleep. Restlessness, irritability, and perhaps physical complaints—headaches, backaches, and insomnia may be cited. Of course, these symptoms affect judgment and decisions that need to be taken in the workplace.
• Anxiety has a range of manifestations as well, both cognitive and emotional. Symptoms may include confused thinking, trouble concentrating, visible nervousness, irritability with minor matters, and worrying about disparate workplace tasks regardless of how insignificant. Individuals experiencing anxiety may feel on edge and express themselves through yelling or what may be labeled as hostile behavior.
• Other signs may be appearance. Individuals may begin to appear unkempt with dress and other physical aspects (unshaven, shaggy hair, dirty nails, same clothes all week), have weight gain or loss, and otherwise appear not to be themselves.

Employer priorities

All employers are concerned about their organization’s reputation, risk exposure, and financial success. Attending to mental health in the workplace needs to be a priority. Employers can consider some of the risks to mental health ^[1]:

• inadequate health and safety policies;
• poor communication and management practices;
• limited participation in decision-making or low control over one’s area of work;
• low levels of support for employees;
• inflexible working hours; and
• unclear tasks or organizational objectives.

Risks may also be related to job content, such as unsuitable tasks for the person’s competencies or a high and unrelenting workload. Risk may be increased in situations where there is a lack of team cohesion or social support ^[1].

Promoting mental health in the workplace

Perhaps the most prevalent practice is the involvement of an Employee Assistance Program (EAP) that allows employees to receive confidential support. The University of New Mexico has an Employee Health Promotion office, a title that is more proactive. Companies with EAP programs have noted the following lowered medical costs, reductions in turnover and absenteeism, and increased productivity ^[2].

Leadership in promoting mental health and wellness

In the workplace, employees look to their leaders and supervisors for cues on the acceptability of addressing mental health and wellness. As such, the tone about mental health is set and either viewed affirmatively or negative. Consider the following ^[3]:

1. Raising awareness and creating an open culture around mental health.
   1. Send monthly emails about mental and physical health check-ups.
   2. Post flyers/announcements for Mental Health Awareness month.
   3. Provide training or a checklist of symptoms for self-assessment.
   4. Form a dialogue group with an EAP profession that includes supervisors.
2. Involving employees in decisions about how to address mental health and wellness in the workplace.
3. Assessing your uniforms/dress code.
   1. Uniforms and dress code can play a surprising role in employee mental health
4. Promote work/life balance – to decrease burnout and promote work/life balance.
   1. Improve schedule flexibility.
   2. Encourage them to bring their home to work and not the other way.
   3. Encourage employee fitness.
5. Reduce the stigma – most employees don’t believe their managers would be supportive if a mental health concern is disclosed. Convene supervisors to review their role and responsibilities regarding employee mental well-being.

Final thoughts

The workplace is a site for personal and professional growth. With attention to the whole person, not just her/his productivity and contribution to the bottom line, the workplace will be one where everyone can thrive.

Please share with others about your workplace mental health and wellness programs.

 

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References:

1. World Health Organization. (2017). Mental health in the workplace. Retrieved from http://www.who.int/mental_health/in_the_workplace/en/
   
2. Alicea, N. B. (2014). Employee Assistance Programs and the benefits of integrating it. Retrieved from http://healthadvocate.com/downloads/stories/2014/4-14_HRcom-EAPs.pdf
3. Buchholz, Z. (2017). 5 ways to promote mental health in the workplace. Retrieved from https://www.flywheelbrands.com/single-post/2017/12/12/5-Ways-To-Promote-Mental-Wellness-in-the-Workplace.