In an era where employees face more pressure than ever – from navigating a global health crisis to juggling caregiving with work to working virtually – mental health has become a crucial discussion.
Employers should be concerned about employees’ physical wellness as well, as the focus on mental health in the workplace increasing.
In fact, 40% of American adults reported having mental health problems following the start of the pandemic, according to the Centers for Disease Control and Prevention.
Organizations can develop wellness programs to support employees’ physical health, which can positively influence employees’ performance. A company’s commitment to employee wellness can also be used by recruiters to attract new hires.
Great Business Wellness Programs:
For instance, Gusto sought to provide students with stress relief and fatigue management opportunities. A self-guided mindfulness course called “Mindfulness in a Remote World” guides participants through setting daily mindful intentions, finding a balanced life and work, and staying mindfully connected.
Gusto’s corporate culture was showcased in this way, which increased its employer branding and engaged future candidates. You can also create an employee assistance program (EAP) to help with your employees’ overall wellness.
“An Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems.”
It’s essential to create an environment of inclusion and make mental health and wellness a topic that employees can discuss freely in the workplace.
Other Steps to Take:
- Create a culture of check-ins and a place where managers are demonstrating and modeling healthy behavior themselves
- Provide mental health training to managers and employees
- Reexamine your policies and procedures
- Allowing employees to take time off, if needed, to receive mental health care
Although it may appear complicated, human resource departments can and should take a few simple steps to reduce the impact of this issue. As part of their responsibility to assist employees struggling with mental illnesses, human resource departments should educate their workforce about mental health.
In spite of the challenging year that organizations across the globe experienced these past couple of years, HR professionals have always been able to develop and implement recruitment strategies that meet current workforce needs.
Whether you have specific questions regarding how to improve this area for employees or management coaching and more, we can help. Reach out to one of our MCDA CCG team members for a free, no obligation consultation today: Get in touch!
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