I’ve been writing about employee mental health in recent posts. Did you know?: One in five adults in the U.S. experience a form of mental illness, and less than half are getting treated. Leaders who understand the problem and know how to spot the telltale signs have a great advantage in creating an environment that can effectively address mental health.
Supportive measures rely on knowledgeable, engaged, and observant leaders. When an employee negatively changes their behavior, there are definite reasons. Great leaders and managers find out why. How?
Look for indications of depression, nervousness, or unusual emotional expression. For example, explore why normally out-going people become withdrawn. Attitude adjustments like apathy, disinterest, or unwillingness are red flags. Of course, it helps for the leader to get to know their people well enough to spot such changes in behavior or attitude.
Policies and Practices
Due to the prevalence of mental health issues in the workplace, it is wise for companies to establish employee assistance resources, either on-site or nearby. When this topic comes up with my coaching clients, we discuss ways to give people the consideration they need when facing problems, and how to offer professional help.
Corporate mental health policies add another layer of consideration by treating troubled employees with respect and support. A Fortune article by health and wellness expert Alan Krohll suggests reviewing and improving internal policies, and including all employees in the training. People are taught how to come alongside distressed coworkers and show them they are cared for.
Preventive Measures
Preventative measures revolve around leaders creating an enjoyable culture. Do you trust your people? Or do you micromanage and keep them under your control? Giving people the autonomy and freedom to make decisions prevents a controlled and powerless feeling. It gives their efforts meaning and assigns value to them. People sense themselves growing and enjoy being part of a group effort that appreciates their contributions.
A culture that supports employees—that offers direction, communication, and the resources needed to successfully accomplish tasks—gives people peace of mind. They know they are prioritized as valuable assets. This diminishes stress and worry, and forges positive attitudes, mindsets, and feelings. Leaders who respond to the project needs of their people provide assurances that their environment is safe. Safety offers stability and confidence, resulting in satisfaction, rather than anxiety.
A qualified executive coach can offer beneficial counsel on maintaining a healthy culture. Give your people your best, and they’ll give you their best. Their mental health is worth protecting.
What do you think? How do you support employee mental health? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
