The subject of mental health has been a difficult discussion topic for a long time, both in and out of the workplace. The avoidance of addressing employee mental health was exacerbated by the pandemic and undoubtedly contributed to an increase in employee mental health concerns.
The subject of mental health has been a difficult discussion topic for a long time, both in and out of the workplace. The avoidance of addressing employee mental health was exacerbated by the pandemic and undoubtedly contributed to an increase in employee mental health concerns.
But it also helped to normalise the subject and force more discussion on utilizing HR’s expertise to drive total well-being in the workplace. That includes focusing on educating and informing the organisation about mental health issues and providing a variety of supportive solutions. Committing to inclusive well-being support forms the basis of a rewards and recognition strategy that reflects the company’s culture.
More than ever before, employees are voicing their concerns about their working conditions and their expectations of employers.
It’s estimated that there are fifty-three million U.S. adults with a mental illness. Yet less than half (46%) have received mental health services. A National Institutes of Health study found that 1 in 5 U.S. adults experiences a mental health condition each year.
And it doesn’t appear that employees know what’s available to them. A Gartner employer survey reported that the majority of participants offered mental health benefits. But only 42% of employees stated that they were aware of those benefits.
That highlights the need for HR to foster more discussion and communication about mental health services in the workplace.
A study by The World Health Organization found that the global economy may have lost as much as $1 trillion as a result of anxiety and depression alone. There’s real reason for concern.
Good mental health has to start before there’s an issue. Laying a foundation of employee engagement with appropriate rewards and recognition provides appropriate outlets to prevent the stress that causes mental health issues.
For years, the buzzwords of work-life balance appeared everywhere. Employees attempted to delineate where work stopped, and a personal life began but it was a constantly moving target.
When the pandemic hit and most workforces had to become all or partially remote, that line became even more blurred. It’s not surprising that attempts to engage remote employees with recognition and appreciation was especially difficult.
As a result of those challenges, workers’ expectations for workplace well-being increased significantly. Employees now expect companies to champion a well-being mindset with an increased focus on recognising the contributions that they make.
Of course, businesses have utilised rewards and recognition programs to incentivise employees for many years. But they tended to be stand-alone programs, dutifully completed on a scheduled basis (monthly, quarterly, yearly) vs. a comprehensive approach to valuing and nurturing the whole person throughout their employment.
Even with some form of employee assistance program (EAP), employees may share feelings of burn-out or stress with any number of people at work: co-workers, their manager, or HR. Unfortunately, those EAP’s frequently significantly underutilised. It’s not surprising that employers haven’t always appreciated the value of a benefit with low utilisation.
That’s where HR is uniquely qualified to drive initiatives that address some of the root causes of mental health issues in the workplace. HR leaders should generally serve as the originator, connector, and/or champion of strategies that address mental health issues, their root causes, and the strategies to address them.
· Fun and engaging apps to receive positive feedback to make employees feel acknowledged and empowered
· Rest & relaxation rewards: bonus time day off, spa treatments, event tickets, etc.
· Employee portals to anonymously ask for help or resources
· HR support in the development of employee support groups
· Making any mental health resource a full-fledged benefit not just a perk
· Strategies to foster employee total well-being
HR connects leaders with innovative solutions that facilitate enhanced employee engagement and supports ongoing efforts to maintain the total well-being and appreciation that help employees thrive in the workplace.
Developing an inclusive and supportive mental health program with a strong rewards and recognition component is key to total employee engagement and well-being.
Amityeko integrates our customisable and comprehensive rewards and recognition solution with your existing employee engagement platform. Contact us and we’ll help you build your next generation employee experience with a leader in rewards and recognition.
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