Employee Wellness – Elevate HR Support for Mental Health in Your Workplace

Employee wellness programs should be a big part of your corporate culture. Whether you wish to attract and retain top talent, or develop and support current and future leaders, focusing on employee wellness is critical. How you support your employees’ physical, financial and mental health can also have a positive impact on your bottom line.

December is a good time to check in on your employees’ mental health, to remind everyone of the available employee wellness programs, and to ensure your managers are comfortable starting conversations around mental health.

Why December? It’s a joyful time with holiday parties, shopping, decorating, food preparation, family and friends gathering. For many, it’s the highlight of the year.

But December also has a darker side – and not just the shorter days (though we’ll talk about that, too). Gift shopping can stretch people’s budgets, pushing financial stresses to the forefront. Decorating and hosting can create comparisons and feelings of inferiority. Friends and family gathering can remind us of those not there – especially if we have lost someone close to us, or have gone through a divorce or separation.

Workplace mental health is a hidden challenge that few talk about, but can be much closer to us than we realize.

The statics suggest the challenge is much more prevalent than most people are aware of. Did you know:

• That 1 in 2 people over the age of 40 have or will have a mental health illness in their lifetime.
• 1 in 3 employees are at high risk of developing a mental health issue?
• That over 50% of workers have faced major signs of burnout?
• That an estimated 30% of disability claims in Canada are due to mental illness, and that they account for 70% of all disability costs?
• Mental illness also impacts our economy. It’s believed that by 2041 cumulative cost of mental illness in Canada will be $2.5 trillion.

(source: Canadian Association for Mental Health CAMH and Lifeworks)

Many feel they need to wear a façade of joy during the holiday season. So how do you break down this barrier to employee wellness, and find out what is really happening?

Give Managers the Confidence to Start Conversations about Employee Wellness

Many managers are uncomfortable having conversations about employee wellness and mental health simply because they don’t know how. They’re not sure of their role, how they should handle any emotions or potential issues, or even what programs or supports the company can provide. They may not be aware of what they can do to help. Your first step should be to provide your managers with the tools they need to be confident having these conversations.

Be Vulnerable and Share with Your Employees 

Start a culture of communication around mental health by checking in with your employees.  It’s important to understand that everyone – regardless of position – can be affected by mental health issues. This is a great place to start building a culture of positive employee wellness. Allowing managers to express and share their own experiences with mental health. Yes, being vulnerable can help remove the stigma around those conversations.

Have Managers Connect with their Teams

Ensure they are reaching out regularly – and not just about the latest project. Don’t forget about your remote employees. Of all your employees, their lack of physical connection to your workplace may put them in the greatest danger of suffering from mental health issues…silently.

Managers, if you see something, say something.  Even starting your conversation with how did you sleep last night will be an invitation to a deeper conversation about wellbeing.

Employee Wellness: What’s in it for Your Organization?

Quite simply, focusing on employee wellness and mental health is the right thing to do and can save you money.

Communicating and catching mental health issues before they spiral can keep a top performer performing, while at the same time:

• reducing the number of hours taken for stress leave,
• building a physically healthier workforce (reducing stress can bolster the immune system, reducing the impact of minor viruses, and speeding up recovery time from illness),
• improving improve employee performance, and
• reducing employee turnover.

Focusing on employee wellness and mental health can also help you attract and retain top talent. Creating a positive and supportive environment around mental health

Shine a Light: Focus on Mental Health During the Winter Months

It’s not just the holidays that get us down during December. With the days getting darker, our moods can shift. The lack of light and reduction of activity can sap our energy, and increase irritability.

Seasonal affective disorder (SAD) is a type of depression that’s related to changes in seasons — SAD typically begins in the fall and lasts throughout the winter months. It’s also more common in northern climes where the days are shorter.

It’s estimated that 15% of Canadians will experience SAD in their lifetime, with 2 – 3% of those reporting serious cases. Placed in another context, the impact of SAD is even greater – it is believed that SAD makes up 10% of all reported cases of depression. (source: Canadian Psychological Association).

The effects of SAD can be mild to severe. In some instances, mild cases can be resolved with a little support and company. So think about scheduling some informal gatherings during the winter months to create those essential connections.

Download a copy of these tips to help with your workplace wellness planning.