Unhealthy coping mechanisms like increased alcohol consumption and substance abuse spiked during the pandemic, as employees struggled with stressors such as loneliness, shifting workplace norms and childcare strain.
Many people turned to unhealthy habits, which have led to drastic changes in their mental and physical health. At work, this translates to lower productivity, engagement and a reduction in overall employee well-being.
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During the pandemic, programs many HR departments have previously advocated for — like increased support for mental health — went from being a “nice-to-have” to a necessity. Here are some key strategies employers are using to address substance use and improve employees’ mental and physical health.
Empathy and flexibility are key in treating the individual
When thinking about how to eradicate overuse of substances among employees, an empathetic approach is necessary.
Acknowledgment and understanding of individual employees’ needs are the first steps to engage employees in their care journey. There is no one-size-fits-all model in this process.
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Employers need to survey the population of their employee base and prioritize support accordingly. Regardless of an employee’s individual situation, employers have a duty to be empathetic and flexible. Coming together as an organization to eliminate the taboo around depression and anxiety is paramount. This line of communication will help employees feel connected to something larger than themselves. When whole health is addressed, the shame of being ‘singled out’ among co-workers starts to dissipate.
Focus on the long-term, not quick fixes
We cannot reap physical rewards before behavior change is present — the two go hand in hand. Prioritizing solutions and programming that focuses on holistic health outcomes and supports individual lifestyles is key for long-term success.
Whether it is curbing alcohol usage or other unhealthy habits, investing in the right tools that provide long-term change is worth it. The best, most profitable employers will put the health of their people first. There are many resources, literature and programs available for those with unhealthy relationships with substances — this knowledge sharing should be encouraged. However, the employer’s approach should be streamlined and focused on the long-term impact on the health of all employees: short-cuts aren’t useful for the bottom line or overall employee well-being.
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Provide supportive tools to encourage self-awareness
The tricky and saddening fact with overuse of substances is that the individual must want to help themselves. Instead of doing the work for employees, employers need to think about the tools they are offering to their employees to monitor their own health. These could be technology-driven or community-driven. Creative ways like gamifying healthy habits can be helpful to engage employees. By practicing self-monitoring, such as monitoring alcohol consumption levels at company events or on the weekends, a new awareness is cultivated.
As this awareness grows, employees will start to exhibit more productive and healthy behaviors. With an empathetic approach and programs introduced in creative, fun ways to the entire workforce, these self-monitoring tools can be extremely impactful in curbing potentially life-threatening habits.
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Employers have a responsibility to care for their employees. Now more than ever, employers need to be proactive before pandemic-fueled behaviors, like increased alcohol consumption, become long-term habits. With many offices returning to a physical office or operating under a hybrid model in the coming year, it’s important that employers continue to engage their employees with the goal of bettering their health.
