5 ways to encourage mental health in your workplace

June 16, 2022 2:34 PM

In today’s rush of bad news, whether it be discriminatory legislation, public health threats or the insurmountable cost of living, workers are facing further stress and strain on their mental health. And yet, many employees lack support from their workplace.

According to FlexJobs, a search engine for remote jobs, 41% of workers do not feel their employer offers any mental health support. This does not bode well for employers, as toxic work culture, poor pay and an unhealthy work-life balance are the top reasons employees are quitting during the Great Resignation. But Carol Cochran, vice president of people and culture at FlexJobs, believes there are simple ways to begin prioritizing employees’ mental health — and support is necessary in the current labor market.

“Establishing work-life boundaries is incredibly important in any job, whether you’re fully remote, hybrid, or in the office full time,” says Cochran. “And communication is critical in helping you avoid burnout.”

For Cochran, boundaries and communication are the cornerstones of a healthy work culture, because people need the time and encouragement to put their mental health first. Cochran breaks down five ways managers and executives can set boundaries and communicate effectively to support not only their employees’ mental health, but their own health, too.

Build boundaries

In FlexJob’s survey, nearly half of respondents named lack of work-life boundaries as what drove them to quit. Cochran advises leaders to keep work time and breaks separate, and to avoid interrupting time designated for non-work activities (unless both parties agree to an exception). As for employees, Cochran underlines that they must consistently communicate these boundaries to managers and other coworkers.

“If you’re in a remote or hybrid setting, having a formal work policy around your company’s rules for when work is expected to be done and when the workday begins and ends is one of the best practices to consider,” she says. “[Employees], let your teammates and manager know when they can expect you. Let people know your general schedule and when you're "off the clock" so they aren't left wondering.”

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And if employees struggle to take breaks, they can consider hobbies or activities, like a hike or even a puzzle, to fill their time, Cochran says. Regardless of what an employee chooses to do, breaks and a set end-of-work time should remain mostly non-negotiable.

Let employees disconnect

Between the non-stop pings from email, Microsoft Teams or Slack, it may feel like employees can never truly be away from work. So, leaders need to set a formal disconnection policy, where it’s clear when employees should be signed out and have notifications off, explains Cochran.

“Avoid making the right to disconnect a temporary or pandemic-only policy,” she says. “Make it clear that digitally disconnecting from work is a lasting and permanent approach that can have a positive effect on the overall and long-term health of your organization.”

Cochran also encourages managers to have an “if it can wait” rule, which gives employees the discretion to decide whether to respond to after-hours emails or tasks. If it’s clear to the employee that the request can wait, then they are not under any obligation to reply.

Give employees the time to seek help

Even if employers have resources like effective employee assistance programs, access to free mental health screenings and wellness apps, workers will not feel empowered to use these benefits if they do not have time to explore their options. Cochran suggests instituting “unplugged hours,” where emails cannot be sent or received after-hours, as well as minimum time-off policies instead of maximums. Employees should be required to take an adequate amount of time away from work, says Cochran.

Create a buddy system

In order to encourage better connection and communication, Cochran recommends a buddy system, where two employees from different teams are paired together to have occasional check-ins. This promotes opportunities to engage and socialize, as well as an awareness of other teams and how they contribute to the company.

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“One of the biggest challenges remote workers face is feelings of loneliness and isolation,” says Cochran. “Establishing a buddy system can help remote-friendly companies consistently work to build stronger relationships among employees and encourage social interaction between them. Plus, having an outlet for socialization not only helps with loneliness but also with building a healthy and long-lasting workplace culture.”

Model from the top down

Still, even the best policies can be undermined by leaders who do not prioritize their own mental health. Cochran advises leaders not to shy away from sharing their own boundaries and needs, whether it’s breaks during the work day, vacation, or the use of mental health tools.

“If company leaders and upper management are always “on” and fail to support their own mental health, this can set the tone for a company’s culture and create the expectation that employees should do the same,” says Cochran. “Model the behavior you wish to see and remember to proactively and regularly remind employees that it’s perfectly acceptable for them to prioritize their mental health.”

Cochran emphasizes that every mental health-related policy and personal boundary needs to be seen in practice — that is one of the most effective ways to prioritize mental health in the workplace.

“Employers need to understand that they play a pivotal role in helping employees reduce the friction between their personal and professional lives,” she says. “When it comes to fostering healthy work-life balance and supporting employee mental health, actions speak louder than words.”