Post-Pandemic, Employee Mental Health More Critical Than Ever

Employee
Mental Health is Suffering

Since March 2020, when the pandemic began,
people around the world have suffered greatly. Isolation, illness, and job loss
has led to increased stress and anxiety. Now, as employers prepare to return to
offices, they need to consider: how will they bring their workforce back
(remote, hybrid, in-person)? what will office spaces look like (reconfigured,
downsized, shared space)? what will vaccine protocols be (required or not,
proof or no proof)? and, most importantly, what will employees’ mental health
and wellness be?

According to the Mental Health Index, May
2021, “Workers’ risk of
PTSD is now 55% higher than it was before the pandemic … and there has been a
59% decline in workers’ sustained attention vs. before the pandemic.” Further, according
to Managing the
People Side of Risk Survey, conducted among 1,380 Human Resource and Risk
Managers across the globe, in early 2021 by Mercer Marsh Benefits, among the
greatest perceived risks are deteriorating mental health and workplace
exhaustion.

Employees
Are Not Feeling Supported

A U.S. Gallup study conducted in March 2021
found only 35% of employees strongly agree that their company cares about their
wellbeing; and that is compared to 48% in May 2020. This significant decline is
a strong signal to those organizations willing to pay attention; it is time to develop
strategies, create plans, and invest in employees’ wellbeing.

Employers
Need to Make Mental Health a Priority

Employers need to
recognize that planning for mental health issues must be a priority. Encouraging
an environment of empathy and understanding makes a difference to employees.
And, companies that focus on mental health often experience growth in
engagement and productivity.

Lead From the Top

C-Suite leadership is essential. CEOs need
to create work environments that demonstrate a real commitment and a culture of
wellness supported by employee programs that encourage care. Clearly access to
healthy food and opportunity to exercise are part of healthy living or
wellness. But wellbeing goes beyond wellness. According to Gallup’s Global
Research, the five elements of wellbeing essential to thriving extend beyond
physical to include career, social, financial, and community.

C-Suite leaders also need to model good
behavior. From the middle management leaders they empower, to the initiatives
they promote, to the individual choices they make, C-leaders must recognize the
cues they send. Creating a company charity run or encouraging employees to run
home to their families for family events are both ways leaders can play a role.
And, think about how to bring families into company events which promotes the
wellbeing of your employees and their families, building a positive cycle of
inspiration.

Listen to Your Employees and Respond to Their Concerns

Give people the opportunity to share their
state-of-mind and pay attention to what they are saying. Utilize an anonymous survey
to explore concerns and perceptions and be sure that findings are not
attributed to specific people or departments.

After you understand employees concerns, outline
your companies offerings. Mercer Marsh categorizes benefits into the following
areas:

• access treatment and coverage
  (i.e., health plan networks);
• prevention (i.e., digital
  mindfulness tools);
• support at work (i.e., return
  to work programs);
• support away from work (i.e.,
  remote working options).

Assess Benefits, Adjust Offerings, Communicate

Start with a review of the mental health benefits
you provide and identify need gaps. Remember that the benefits you offered
before the pandemic may no longer align with post-pandemic needs.

Importantly, think about programs that need
to be added – from Employee Assistance Programs (EAPs) and benefits provided
specifically to help employees handle mental and emotional health issues to
improved telehealth offerings.  

After you consider and adjust your benefits,
remind employees about programs that are available. Particularly this year when
employees have been working from home and may be less connected to the physical
office space, consider sending out regular communications about all your
wellness and wellbeing offerings. Empower employees to be champions of
programs, coaches for learning pickleball or leaders for a late afternoon yoga.
Provide recognition by blogging about successes and incentives for volunteers
to step up.

Be Flexible and Compassionate

Review your return-to-work policies. Be
flexible, be creative, be compassionate, and be generous. Be sure people know
where to go when they have anxieties or concerns. Consider pilot programs,
trial initiatives, and experiments. “Many of our clients are recognizing that
employees may be anxious about returning to the office and in response, they
are exploring new programs and creating defined spaces that help reinforce
healthy practices,” says IMSA Search Global Partners President Monika
Ciesielska.

As the world moves beyond the pandemic, the
state of your employees’ mental health is critical. The way your company
responds today will have a great
impact on your culture, employee engagement and turnover, and your productivity
tomorrow.