It’s officially mental health awareness month, so let's talk about what you can do to support your team members’ well-being.
With depression alone resulting in 200 million lost workdays annually, per the CDC, and mental health emerging as a top concern among workers, according to a recent SHRM survey, employee well-being has become a priority for many organizations. Companies are increasingly offering benefits like unlimited vacation days, mental health days, paid volunteer time, company-wide days off, and office fitness and meditation spaces.
Some are even exploring healthcare benefits like AI-powered wellness chatbots and psychedelic therapy coverage to address mental health concerns. In fact, 15% of US businesses reported offering AI-powered chatbots that can hold therapist-like conversations or make diagnoses, per a recent study by professional services company WTW, and nearly a fifth of American employers claimed to have invested in psychedelic-assisted therapy solutions, according to benefits consulting firm NFP.
And with roughly 60% of surveyed millennials in the U.S. saying they would take a 20% pay cut for a better work-life balance, per Ford's 2024 trends survey, it’s clear that actively supporting employee well-being has become crucial, not only for productivity and engagement but also for retention.
So, while as a manager, you likely don’t control the mental health offerings at your organization, here are some ways you can demonstrate your commitment to your employees’ well-being:
Promote available benefits
It’s important to recognize the difference between offering mental health benefits and actually encouraging their use. When you lead a team, you set the tone for what kinds of behaviors are accepted, so actively communicate your support for taking advantage of the mental health resources available at your organization. Even if the benefits are limited, you can still promote the use of vacation days, encourage your employees to unplug at a reasonable hour and take breaks when needed, and emphasize that you support them using sick days for their mental health as well.
Try to be flexible
While you don’t set your company’s policies surrounding work flexibility, you can still be an understanding leader. Remember that everyone has their own personal challenges they are navigating outside of work, so it’s important to make space for your team members to come to you when they are having a hard time and to respond with empathy and understanding. For example, if your company requires in-office attendance and your team member is anxious about balancing parental responsibilities like picking their child up from school, perhaps you can be flexible about their expected arrival and departure times. As much as possible, make it clear that you recognize their emotional needs and will do your best to be accommodating and supportive.
Be a present leader
Be intentional about asking your employees how they are doing, and look out for any changes in behavior that may need to be addressed. In a recent Qualtrics and SAP study, nearly 40% of global employees reported that no one at their company had asked them if they were doing okay, and those respondents were 38% more likely than others to say that their mental health had declined since the start of the pandemic. So, remember to check in on your team members, and feel free to schedule one-on-one syncs here and there that are not about status updates or project feedback, but rather just time to see what they need to feel more supported. Offering even 15 minutes a week of dedicated time to your employees can really make a difference.
Ask for honest feedback
Remember that people often manage their mental health in different ways, so try to ask your employees what is helpful from you, as their manager, when it comes to navigating their well-being. Additionally, whether you send out quarterly surveys or simply let your employees know that they should feel comfortable coming to you with ideas, encourage your team members to share suggestions about how you can improve mental health support across your team. By giving them a voice and helping them feel part of the well-being efforts within your team, you ensure greater buy-in and increase the likelihood of them actually participating.
Encourage cross-team support
In team meetings, encourage your employees to be there for one another. Ask people to share work challenges they may be facing, and loop in the rest of the team to help problem-solve. When you build the sense that everyone is in this together, you reduce the pressure on each individual and make the team feel more collaborative.
And on a similar note, do your best to schedule a recurring team lunch or coffee to give everyone the chance to spend some stress-free time together and develop more connected, supportive team dynamics.
Offer familial support
Over 60% of employees suffer from stress related to juggling work and familial commitments, according to studies from Benenden Health, so be the kind of leader that demonstrates real support and understanding. Whether that means encouraging your team members to plan time off with their loved ones or organizing a team event to which family members are also invited, do your best to try and alleviate some of that balancing stress for your employees.
Celebrate meaningful milestones
Recognize your employees’ goals and accomplishments pertaining to their well-being. For example, if your employee effectively prepares their teammates before an upcoming vacation and then manages to fully disconnect from work while they’re away, acknowledge that behavior in a positive way! Additionally, make sure to honor your team members’ personal achievements and milestones outside of work, like running a marathon, having a baby, moving to a new home, and more, to show that you really care. Set the standard that prioritizing one’s well-being is not only accepted but actually celebrated on your team.
