2020 was the most stressful year people have ever experienced in their working lives , according to one study . The good news is there are many resources to help employers identify and support their teams ’ mental health and well-being .
Take the Time to Learn
Very little is commonly known about mental illness , which is why people fear it .
You and your team are not clinicians , and mental health disorders can be difficult and complicated to diagnose . The point of insight is to increase awareness regarding possibility , rather than ignoring , or assuming a behavior is intentional .
Take the time to learn about different types of mental disorders , and resulting behavioral changes , then teach your team to avoid jumping to conclusions regarding behavioral changes .
If , for example , a team member suddenly starts calling in sick , and is persistently tardy when previously very prompt , help the team to look a bit further than “ they ’ re just lazy .” Start thinking about how mental wellness may be impacting performance .
Research and provide resources to your team , regarding different types of mental disorders and what each might look like . Anxiety disorder , for example , is the most common mental health concern in the U . S . More than 40 million adults ( possibly higher with COVID ) currently live with an anxiety disorder . Signs might include irritability , worry , restlessness and inability to sleep .
Get ahead of stressors — Pre-emptive strike
COVID stressors have been an extreme example of how environment , change and uncertainty play a role in mental health outcomes . As an employer , it is important to demonstrate a holistic approach to mindbody health .
Be a model of wellness
As a leader , you dictate , through the way you conduct yourself , how to behave , and what is important . Serving as an example of wellness and balance will speak volumes to your team .
What kind of example are you ? If you are firing off emails at 6:30 on Saturday morning , your team will expect they should , too . If you use your PTO , and truly take a vacation , your team will know that is the expectation . Conversely , working during your “ supposed ” vacation will send another message .
It ’ s not enough to say you prioritize balance and wellness . Your actions , and the actions of your managers and supervisors , will demonstrate commitment . Being open about therapy , struggles and challenges will encourage others to do so , as well .
A whole new world of work
Provide a clear understanding of when people should be working — and when they shouldn ’ t . Examine attitudes — is the term “ workaholic ” referred to in a positive way ? Does your company implicitly reward or allow supervisors to work and interact with their teams while on vacation ? Emergencies aside , this sort of behavior encourages or even guilts people into feeling they must behave similarly .
For remote workers , provide a clear start and end to each day . Consider implementing “ No meeting days ” to allow for heads down project work that ends up getting taken home due to distractions . All work and no play make everybody dull . Encourage and participate in social interactions and events , virtually and in-person , and be sure none of your leaders discuss how much work is sitting back at the office , or how busy or overwhelmed they are . You set the direction , and the expectation . Others will follow .
Ask and receive
To detect simmering mental health issues before they emerge , regularly seek insight through anonymous pulse surveys . Not only can these surveys provide a glimpse of overall team wellness , they can reveal specific stressors individuals are struggling with and allow for solutions and support .
What ’ s important ?
Revisit your company ’ s values . There has been a profound shift in the way we work , interact and play , and it continues to change . “ The Great Resignation ” or “ Life ’ s too Short , I Gotta Go ” phenomenon is real , and reflective of human priorities . Do the values your company embraces speak the same they did as pre-COVID ? If so , re-alignment , with a focus on flexibility and support may be in order . Make sure wellness is part of quarterly reviews and weekly one-on-ones .
General warning signs
The following signs may be indicators of a mental illness . Some mental disorders allow the individual to function normally for many years between episodes . Others are pervasive , chronic , and can be debilitating . Individuals may display one sign or many . The point is to be aware of the possibility and open the door to help .
• Excessive worrying or fear
• Feeling excessively sad or low
• Confused thinking or problems concentrating
• Extreme mood changes , including uncontrollable “ highs ” or feelings of euphoria
• Prolonged feelings of irritability or anger