Navigating Workplace Wellness: Meeting Mental Health Needs and Employee Expectations

The Importance of Mental Health in the Workplace

The month of March in Western PA is always a bit trying for me. I am done with the cold and ready to start feeling the warm breeze of spring and see the grass growing again. It is also a time of year when I zoom in on mental health because I usually suffer from some seasonal depression. I appreciate that over the past few years, mental health has become less stigmatized, but I also recognize that the pressure on employers to support employees and their mental health is greater than ever.

The Pressure on Workplaces to Fulfill Multiple Roles

I recently stumbled upon a fantastic conversation between Simon Sinek and Trevor Noah that takes place in June of 2024. It is an enlightening conversation that moves through a number of topics, from relationships to vulnerability. What really sticks with me is a nugget of wisdom in the last minute of the conversation. Simon delves into the increased pressures people place on workplaces to serve all community and relationship needs. Simon shares, “... (in the past) we had bowling leagues and we got our community from there; we got our sense of belief from church; work was the place we made our living; we had barbecues with our neighbors; and over time those things have disappeared and now we demand of our work that you be the place of purpose, the place of community, the place of my social life, the place that matches my politics. We're putting all this pressure on work to fulfill every desire..." As an HR professional and company leader, this resonates and further supports the exhaustion that people practitioners and company leaders feel as they try to meet all employee expectations.

The Role of Employers in Supporting Mental Health

So, what do we do? We want to have mentally healthy and well staff; this helps the business, produces better work, and makes the world a better place. How much are employers supposed to invest in creating all of these communities for employees, and what is at stake or at risk when we take on this task or build these spaces within our place of business?

My advice to company leaders is to make these decisions intentionally and be transparent with employees. Reflect on your company culture—what type of workplace are you? Be upfront with your team members and new hires about who you are and what you are committed to providing for them. Additionally, lean on the community surrounding your place of work. Instead of creating the sports league, can you connect with local adult leagues and promote them to your staff? Can you provide outlets for community to exist among your staff without it being company-sponsored or led? Consider creating a space in Microsoft Teams or Slack where individuals can invite the entire company to events and gatherings, and individuals can choose not to participate in that channel if they are not interested. Try to empower and create space for employees to build their own networks if they look to their place of work to fulfill community needs.

Supporting Employees’ Mental Health Beyond Community Building

Of course, a sense of community is not the only factor affecting employees' mental health. So, what else can and should employers do to support their people? According to LIMRA research, 75% of workers say they experience at least one mental health challenge either “sometimes” or “often” during the past year, with 37% struggling with mental health issues “often.”

This chart zooms in on other employee benefit considerations as employers work to support their staff.

Creating Thoughtful Accommodations Processes

As well as considering the recommendations above, I advise employers to have a thoughtful and clear accommodations process that is responsive to mental health needs. Not following through on an interactive process for employees exhibiting or vocalizing mental health needs can be a large liability for your business. Ensure managers share any information given to them that may trigger the interactive process and have your HR team or consulting partner ready to properly discuss the accommodation and walk away with a clear outcome that is communicated and followed by all. It might mean your company needs to adjust some of its rules; however, if possible, without hardship or a large impact on company operations, adjustments should be considered.

The Balance Between Business Needs and Employee Wellness

Ultimately, a company cannot be everything to everyone, but it can do its part to lead people to resources and communities of support and adjust where possible to support the needs of employees. Healthier workers, including those with mental health concerns, benefit both business and society. With this increased visibility and understanding of the struggles employees face, my advice is to be clear, consistent, and regularly discuss expectations with staff.