Mental health struggles like stress, burnout, and anxiety have become increasingly common among workers, and many employers are taking a proactive approach to addressing them. The most effective organizations focus on strategies that go beyond surface-level support and actually make a real difference in the lives of employees. They create safe environments where employees can feel supported and resilient in the face of their challenges.
Here are five of the strategies these leading employers use to relieve employee stress.
Stigma prevents people from seeking the care they need. Employers can help reduce negative attitudes about mental health in the workplace so employees don’t fear being ridiculed, misunderstood, or ostracized for using the resources available to them.
Leading employers are finding success with:
Running multi-channel anti-stigma campaigns that encourage employees at all levels to share their stories and feel more comfortable accessing mental health resources
Taking a “circular approach” that integrates mental health resources within those of other wellbeing areas, such as sleep or financial wellness
“It’s difficult to get adoption with a head-on approach. Take the side door through the financial wellbeing or physical health angle. A lot of times people aren’t even aware that they’re having the issues and there’s a lot of stigma associated with it.” — Fortune 50 Company
To make the most of the benefits and resources you offer, they should be easy for employees to find and use. But educating employees about benefits, and helping them find the best option for their needs, are persistent challenges.
Leading employers are finding success with:
Streamlining digital navigation by putting resources in one place, reducing clicks, using clear language, and navigating to 3rd party (community) resources
Bringing in speakers to do live sessions on mental health
Promoting telehealth and other virtual, on-demand resources
Introducing resources to employees’ family members via home mailers
Using wellbeing programs that make participation easy and rewarding
Empowering managers with ideas to help engage their team in short wellbeing breaks during the workday
“We keep getting asked, ‘How do I access all the resources you’re giving us if I don’t have the time to do it?’ So one of the creative things we’re trying to do is asking managers to give people just a few minutes to reset, using the concept of microsteps and doing small things that are too small to fail. If we can get a leader to embrace that and help our employees feel like they’re supported, then maybe that will exponentially help them.”— Fortune 50 Company (retailer/healthcare)
Some forward-thinking employers are using AI assistants to guide employees to the interventions that are most relevant to what they’re struggling with. With an easy-to-use chat interface, these make it possible for employees to chat about their challenges in plain language and get a care plan customized to their needs.
At a time when people are overwhelmed and already receive so much (too much?) information, it’s essential to find the right mix of communication channels and timing for your workforce. Keep in mind, the right strategy may be an ever-moving target, so stay curious and experiment.
Leading employers are finding success with:
Highlighting that all aspects of wellbeing (i.e., physical, mental, nutritional, sleep, finances) are interconnected, and improvement in one area can help with others
Using verbiage that connects with people (e.g.; instead of saying “EAP,” ask “Do you need help?”)
Communicating with employees through multiple channels to increase reach, boost awareness, and promote engagement at the time of need
Asking employees how they want to be communicated with and how they prefer to access resources — and then deliver
Customizing messages as needed to reach and resonate with particular employee groups
“With the age range and diversity of our workforce and how they digest information, there’s just not one bullet that works. Some people use social feed, others go to email, others read digital displays, home mailers work for others, and word-of-mouth might be the approach for others.” — Fortune 50 Company
Managers are at the front lines with employees — in the perfect position to offer personal support that makes a difference. But many aren’t equipped to have these conversations. Seven in 10 senior-level employees say they have not received workplace training about how to talk to their team about mental health.
Leading employers are finding success with:
Promoting an empathetic leadership style in which they lead by example, listen actively, “parent out loud,” participate in wellbeing initiatives alongside teams, etc.
Encouraging one-on-one, personal check-ins with employees
Providing mental health education to help managers identify the signs of stress and burnout, have meaningful conversations, and offer applicable resources
Creating mental health discussion guides for managers to get them comfortable with what to say and what to ask when talking with employees who need support (especially those who may be afraid to ask for it!)
Simplifying communications that break through to busy professionals with competing priorities — supporting employees’ mental health is only one key initiative
“[Our employees] really just want leaders to be empathetic and flexible and understanding! And it goes a long way.” — Fortune 5 Company (retailer/healthcare)
In an emotionally safe environment, employees feel comfortable making mistakes, discussing tough topics, and asking for help. They know that their achievements will be recognized, and they won’t be undermined by colleagues or others in leadership.
Leading employers are finding success with:
Creating inclusive environments where employees can show up as their full selves
Acknowledging employee feedback about the work environment, both positive and negative
Creating safe spaces for difficult conversations and allowing employees to opt out of them without judgment or penalty