The COVID-19 pandemic changed the U.S. in many ways. Among them is national recognition that everyone struggles with their mental health at least some of the time, especially when dealing with serious problems. That reality caused many companies to consider providing better workplace support for mental health issues, not just physical ones.

Providing better support is the right thing to do, but it also makes sense as a purely business decision. Mentally and physically healthy employees are more productive. And, if employees end up quitting or being fired, you may have a hard time replacing them. During the last year or two, more people have retired than was expected, or they’ve stayed home to take care of children or elderly parents. Some have started businesses. Others have died.

It has always made sense to value employees, and now that they may become a scarce resource, it makes more sense than ever.

Improved efficiencies through better equipment and innovative software can help relieve some of the stress from this employee shortfall. Better tools do increase productivity. Still, tools can’t solve the problem completely, especially if you want your business to thrive. Employee shortages and increased workloads affect mental health and productivity. That fact makes helping employees protect their mental health something that ought to be important for employers every bit as much as it is for employees.

Mental health is part of anyone’s overall health, and consists of a balance between body and mind that creates internal equilibrium. Someone who is mentally healthy is productive and can deal constructively with daily stresses. They can reach their potential and contribute to their community.

An important point about mental health is that it is different from mental illness. It’s possible to have a mental illness and yet be mentally healthy. Abraham Lincoln is a good example. Experts consider President Lincoln to have been depressed to the point of mental illness. Still, he is considered an example of mental health because he successfully used jokes and humorous stories to transcend his depression. It’s also possible to have poor mental health and not be mentally ill.

Employees and their mental health

Someone who is mentally healthy recognizes, expresses and regulates their emotions; they have empathy for others; they have the basic skills – cognitive and social – to help them cope with setbacks, changing roles or negative challenges, and they are resilient.

In contrast, people with poor mental health often make poor decisions. They might miss deadlines, act impulsively and be unreliable about showing up on time or at all. They may not follow company policies. Communication can become unproductive and contentious, leading to misunderstandings, misinterpretations and overreactions. Productivity and job performance suffer because they feel exhausted all the time, and their physical health suffers because of sustained stress and effort. And lastly, they feel powerless, are unfocused and may become apathetic.

For many people, what they need is stress relief as they deal with serious problems. However, they don’t always know that relief is within their grasp while in the workplace and they can easily employ these coping skills throughout their workday:

• Breathing deeply;
• Communicating with others in healthy ways;
• Focusing on one task instead of several to avoid being overwhelmed;
• Talking to themselves positively and not negatively; and
• Using work breaks for self-care: listening to inspirational media, meditating, taking a short walk, and tapping (an emotional freedom technique that combines positive statements and finger tapping on acupressure meridians).

Employees can strive to put a high priority on lifestyle improvements. Exercise helps people feel better, and it can prevent chronic illnesses. People are naturally social, but too many feel isolated and lonely at work and home. Improved social connections help. And finally, getting adequate sleep and eating healthy meals help, too.

What employers can do

Employers can also create a better work environment to foster good mental health. They can share personal experiences and offer employer-sponsored programs and activities. Focus on mental health support more than clinical care. That is what most people need.

Employers can communicate with employees about day-to-day issues, and show a commitment to workplace safety. Provide employees with as much decision-making power as possible, especially for anything that affects their quality of life. Research has shown that people who lack control in one or more aspects of their life feel anxiety because they feel powerless. Employers can work to maintain a positive relationship with employees. Kindness and positive communication are important, and the work environment should be a pleasant place.

If necessary, employers can improve the work environment. It should be uncrowded, with adequate lighting and ventilation. It should be clean. Maintain equipment and follow safety procedures for working with anything hazardous. Employers can offer their employees low-level support by sharing resources, helping solve problems and teaching them how tasks should be done.

Part of stress at work may be caused by unrealistic expectations about what employees should accomplish. No one can work at peak performance levels all the time; it’s exhausting. Employers should be reasonable about workload and the amount of time people should be at work. Also, do what you can to alleviate employees’ fears about job loss. People worry about survival issues for themselves and their families. The resulting fear is a significant threat to physical and mental health.

Offer employee assistance programs to help employees solve problems more effectively. They can be personal or work-related; both will improve work performance and well-being. If events are offsite from your workplace, they should be free for employees to attend. That way, the cost isn’t a barrier.

Consider offering information about subjects such as help with legal problems, traumatic events, relationship issues, wellness and anything else that might be useful. Employees should have options: online help, phone or video calls, emails or talking face-to-face. Make tools available to employees so they can assess their mental health. You can provide quizzes, checklists and questionnaires to help them assess work-life balance, mood and mental health.

Finally, employers can create relaxation spaces at work where employees can unwind and de-stress. A lunch area is better than nothing, but do more than that if you can.

Important benefits to offer include access to online centers for alcohol and drug help and mental check-ups. Free or subsidized clinical screenings for depression are good; you should do your best to offer employees low-cost or no-cost health insurance that includes prescription coverage and mental health counseling. Make it easy for people to talk to trained professionals, not co-workers, about the details of their problems.

How mental health assistance works

An excellent example of mental health assistance in the workplace occurred at Prudential Financial. They were one of the first companies to offer health and wellness programs to employees. A behavioral health services team gives employees training and referrals to employees and managers. They perform regular risk assessments and have expanded into financial wellness programs because of the connection between mental and financial well-being. The company has seen increased productivity, decreased absenteeism and depression risk factors, and employees who handle work challenges and opportunities better than they did before.

Additionally, Certified Angus Beef has a good reputation for its approach to preventive and holistic health. The company has an on-site wellness clinic available during work hours. Wellness coaches, information about weight management, and a dedicated medical phone line are provided. The company offers consultations with attorneys, financial advisers and mental health professionals. Employees are happier, healthier and more productive. The relationship between the company and its employees is based on trust.

In conclusion, most people are understandably reluctant to share something as personal as their mental health unless – first and foremost – they feel safe. Removing the stigma around the universal need for help and support is possibly the most important action you can take as an employer.