Editorial: It’s time to invest in employees’ mental health

In the hubbub of workers returning to the office, adopting hybrid schedules or converting to largely remote working environments, it’s easy to get caught up in logistics.

Will meetings be on Zoom or in person or both? Does the company need to pay for parking for workers coming in once a week? Does everyone actually need an assigned desk?

But what’s lurking behind the shuffling are employees with a whole range of emotions and anxieties about the changes, whatever they may be. And how leaders deal with those emotional issues will be far more important than how often someone sits at a desk in an office.

A 2019 federal study reported that as many as one in five adults suffered from a clinical mental health disorder, most commonly anxiety but also depression and substance abuse problems. Another study found 76% of employees reported struggling with their mental health.

And those surveys took place before the pandemic, which has exacted an emotional toll on everyone, even as the journey has been different for each person.

Now, as companies bring employees back to the office, those workers are facing new stressors, including social anxieties, practical problems related to kids and pets, and changed attitudes about work-life balance.

Leaders have a responsibility to ensure their employees have the resources to help them cope with the changes. That might mean investing more than ever before in mental health programs and outreach to ensure that each employee has a path forward.

If your company doesn’t have an employee assistance program, now is the time to get one. If that employee assistance program isn’t cutting it, it’s time to upgrade.

Some companies offer mental health days off, reimburse the cost of health and wellness programs like yoga, and host virtual and on-site programs and discussions about mental health issues. Others host 12-step programs or make addictions counseling available.

But none of these resources matter if they aren’t communicated to employees—and if leaders can’t identify those who might need help. Too often, managers are ill-prepared to deal with mental health problems. So, ask yourself these questions: Are your managers well trained to recognize problems among employees? Do they know how to address problems when they see them? Do managers have a place to refer employees who need help?

If the answer to any of these questions is no, you might need to stop and invest in the people who are closest to your workers, even before you invest in wellness programs themselves.

And if you’re not convinced, know that addressing your employees’ mental health is about more than just being a good person. It’s about running a good company.

Poor mental health drives up health care costs, drives down productivity and can lead to significant absenteeism. A study published by The Lancet last year said that, for every $1 invested in an evidence-based mental health program, employers can save $2 to $4 on other expenses.

Now is the time to invest in your employees’ mental health, for their benefit and for your company’s.•

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