4 Ways Leaders Can Support Mental Health at Work

Mental health is health. Gone are the days when we separated physical, emotional, and psychological well-being. We now know we should consider health holistically—both personally and professionally. 

Mental health has been a critical priority for organizations in recent years, particularly post-pandemic, as employees worldwide continue to struggle with increased stress, anxiety, and depression. Research has shown that 80% of adults in America will manage a mental health condition at some point in their lives, and a comprehensive study done by the Harvard Business Review revealed how important it is to employees that employers talk candidly about mental health.

Further, researchers now predict that mental health will be the #1 disease globally in ten years.  Mental well-being is a central part of DEIB efforts, as providing an inclusive workplace for those working through mental health issues is vital to fostering a sense of equity and belonging.

It is heartening to see that companies in the United States have invested more in programs to support employee mental health, though employees’ needs are not always being met.

Like many other things in the workplace, creating a culture that prioritizes and supports employee well-being takes planning, coordination, and commitment. It must be at the core of your culture and present in what you do and how you do it.

The benefits of supporting mental health at work extend beyond increasing employee health and professional fulfillment. Research by the Josh Bersin Co. also shows that companies dedicated to strengthening employee mental well-being are twice as likely to outperform their peers financially and three times as likely to retain top talent. 

So, what are some practical ways you can keep mental health top of mind? Read on to find out.

Model Behavior that Supports Mental Well-being

As with everything in company culture, the tone starts from the top. Expect your leaders to act in a way that not only encourages their own mental well-being but also shows employees that it’s okay—and encouraged—for them to look after their mental health. 

Managers and leaders should share their journeys with mental well-being as long as they feel comfortable. Showing vulnerability this way helps build trust with employees and shows strength in revealing your struggles. 

This also shows up in simple ways - letting people know you’ll be offline for a therapy appointment, having a midday break for coffee and a chat, or taking meetings outside to enjoy the sunshine while getting work done. 

Create Physical Spaces for Mental Well-being

The physical design of your workplace is essential. Allowing enough light, proper air circulation, noise reduction, and access to outside spaces, all help reduce stress and increase productivity. 

While you might not have the budget for a full redesign, consider updating your office space with light, bright, soothing paint colors or adding a wall of plants to invite nature indoors. Switch out your lighting for mood-boosting LED bulbs that mimic natural light.

Do you have a small spare room that’s not being used? Consider transforming it into a meditation room or a space for quiet reflection. 

Dedicate Time for Check-ins on Mental Health

Never underestimate the importance of asking employees how they’re doing - really. 

Whether you integrate these check-ins into your private, 1:1 conversations with employees or create a safe space in group meetings for employees to share openly about their feelings, ensure you allow your people to let you know how they are and what you can do to support them.

Invest in Mental Health Education and Programs

Taking a programmatic approach to mental well-being is critical. 

Whether it’s a series of talks on well-being from experts in the field, ongoing health and wellness classes, or providing employees with access to subsidized therapy or mental well-being apps like Headspace or Calm, taking action with a dedicated well-being budget will show you are committed.

Note that identifying mental health resources that can meet the needs of a diverse population is important. Having resources that are culturally responsive and competent can go a long way in improving connections and trust. Quite often, EAP programs are the ‘go to’ response for these issues, but they may not be exactly right nor have a staff that can meet the needs of a diverse workforce.

These programs should support your employees in educating themselves about the importance of mental well-being, how to look after themselves, and helping them show up for their colleagues, friends, or loved ones who might be struggling. 

For more insights on how you can create a workplace focused on mental health, check out Make Work Healthy and my coaching solutions, or schedule a consulting call with me.