Ignoring the mental health of employees is bad business. A variety of surveys find that many workers face mental health challenges that impact their workplace performance, and they expect help from their employers.
Consider the following:
Further data indicates that employee performance and retention improve when employers support mental wellness. Simply put, supporting employee mental health is good business.
Organizational leaders depend on HR professionals to enhance their workforce; as such, review these components of a successful workplace mental health initiative:
Legal Considerations
To mitigate risk exposure, employers must understand the limitations of their workplace mental health efforts. Although no federal law specifically mandates employers to promote workplace mental health, several laws afford various rights to employees that may relate to their mental health and the privacy of their personal health information. State laws may offer additional protection.
Leadership Buy-In
Any successful workplace initiative requires strong leadership support. To earn this support, develop a compelling business case, align initiatives with organizational goals, and communicate the risks of ignoring mental health issues. The national Health Action Alliance offers a free resource to help build the business case.
Plan Development
Data-driven plans maximize effectiveness, provide benchmarks for progress, and earn sustained leadership support. Gather data to identify organizational needs and gaps, and to determine specific metrics targeted by the plan (e.g., absenteeism, health costs, etc.).
Workplace Culture
Comprehensive training for HR staff, supervisors, managers, and employees helps build a supportive workplace culture that sustains plan success. Proper training may also mitigate risks associated with employee rights and privacy.