The pandemic has disrupted lives, communities, and businesses around the world. It has also laid bare some severe economic and social issues, including mental health. Research shows that the pandemic increased adverse mental health conditions for many. In fact, a new Conference Board survey shows that 57% of workers say their mental health has declined since the start of the pandemic.
By now, most businesses understand that having happier and healthier workers leads to greater productivity. But if there were any doubts, University of Oxford research shows not only a direct link between the two but also that happy workers are 13% more productive.
Greater productivity is certainly a clear benefit of having happy and healthier employees, but there are also others. Customers, stakeholders, and employees want to engage with companies and leaders who support sound environmental, social, and corporate governance (ESG) policies. Most people believe CEOs should hold themselves accountable to the public, not just to their board of directors or stockholders, and more than 85% of people say CEOs must lead on societal issues.
All companies should recognize that World Mental Health Day is meant to spur greater global awareness and mobilize efforts in support of mental health. This year’s theme of making mental health care a reality for all is a great opportunity for business and HR leaders to demonstrate their potential to be a force for positive change and lead successful businesses while serving a greater social purpose.
For HR leaders considering how to help their companies do this, the following are some steps that can help.
Mental health isn’t just 1 day. Although the celebration took place on October 10, use the entire month of October—or, better yet, moments throughout the year—to mark its importance. Over the last 20 months at Datasite, we have regularly promoted wellness resources to our employees, including access to a digital library for audio and e-books on wellness-related topics such as emotional fitness, resilience, and mental clarity. We’ve also reminded employees about employee assistance programs, including crisis intervention support.
Recognize the factors that improve employee well-being, and act on them. Research shows three factors influence worker well-being: the demands of the job, the ability to make decisions, and social support. Businesses that offer jobs with reasonable workloads, give employees fair control over their working conditions and schedule, and train managers to respond to employees with empathy and flexibility see higher levels of engagement and job satisfaction. To ensure a supportive environment, sustain a culture that is flexible and makes employees feel connected and seen. Also, provide
managers with appropriate training to help their teams deal with concerns like financial pressures, social isolation, child care, mental health, and other uncertainties. Have managers check in rather than check up with their teams, and encourage managers to lead with care. Additionally, provide managers with practical tips such as making sure their teams take breaks throughout the day, as well as time off to recharge.
Help destigmatize mental health by talking more about it. Earlier this year, top athletes Naomi Osaka and Simone Biles courageously stepped away from the spotlight to address their mental health and take time for self-care. In so doing, they expressed “It’s OK not to be OK.” As business and HR leaders, we can and must support programs that address mental health or help raise awareness. Not only is such a position a powerful way to support employees at an individual level, but it also speaks volumes about where a company stands on mental health and other social matters.
In the end, good mental health and well-being is good business now and in the long term.