Employee burnout is a national crisis among workplaces, and it’s an issue that has continued to receive more attention since the start of the pandemic and The Great Resignation. Popular advice to prevent burnout is to ensure a healthy work-life balance, but what happens when that’s not enough? While a healthy work-life balance is always a must, HR leaders need to acknowledge that sometimes addressing the issue means you must start at the root. In many cases, that root starts in the office. The World Health Organization has even named burnout an “occupational phenomenon,” so strategies to properly mitigate burnout will need to start in the workplace. There are many strategies to help identify workplace stressors causing employee stress, but not every problem can be revealed with an employee survey. According to statistics provided by Spill, 84% of employees in the United States experienced a mental health challenge over the last year, but only 38% of employees feel comfortable enough to use company-provided mental health services. As a result, 68% of millennials and 81% of Gen Z employees left their positions due to mental health reasons within the last year.
Mental health is a topic that still carries a heavy stigma, so it will be difficult to identify which employees need more mental health support to avoid burnout to retain valuable team members. It won’t be until the stigma is removed from the workplace, or at least drastically reduced, that HR leaders will be able to address these hidden stressors. Here are some ways HR leaders can help tear down mental health stigma in their workplace:
4 Ways to Reduce Mental Health Stigma in the Workplace:
- Mental Health Training: By educating managers on mental health, they will become better equipped to address this topic with their employees and even direct them to the proper resources when issues arise. This can help encourage an open dialogue between management and employees that will help build trust.
- Mental Health Resources: Create a file of mental health resources for employees to access as needed. Information such as crisis hotlines, mental health articles, and even information on receiving counseling sessions will not only be helpful for your employees but will also let them feel supported.
- Flexible Arrangements: Those struggling with mental health may feel extra stress about going into the office on some days more than others. Consider allowing employees to work from home when needed, or even allowing them to work half of the day at home to help reduce stress.
- Mental Health Days: Similar to sick leave, employees may need to take mental health leave as well. A buildup of stress and exhaustion will ultimately lead to less productivity, poor job performance, and a general feeling of negativity toward one’s job. Offering mental health days will allow employees the chance to reset when feeling overcome with stress.
HR leaders must find ways to ensure employees feel supported and empowered to prioritize their mental well-being. By fostering a work environment that destigmatizes mental health and actively supports self-care, HR leaders will soon find employees shifting to a more positive attitude that reduces the risk of burnout and cultivates loyalty among employees.
