What is the role of HR in employee mental health: how to approach mental health challenges in the workforce?

According to a SHRM study, a significant percentage of American workers experience mental health problems, and most are not aware of the services their employers have provided to help them. Ignoring mental health issues can have detrimental effects on people and businesses. An estimated 20% of adults experience mental health problems, which, if left untreated, can cost a company up to $60,000 a year. The Center for Prevention and Health Services estimates that this amounts to up to $105 billion annually across the country. Establishing a culture at work that actively supports mental health is one of the best ways businesses can promote employee well-being. Employers can implement measures to enhance overall mental health, beginning with recognizing and altering the cultures that lead to burnout. When companies invest in employee well-being, they create an environment where employees feel valued, supported, and motivated to do their best work.

Burnout can spread rapidly

Since experts say that people with mental health issues are frequently less motivated, less productive, and more likely to look for new employment, untreated mental health issues pose serious threats to organizations’ financial performance. Businesses must promote mental health programs even more because of the direct impact this has on employee well-being. For example, nearly 45% of workers said they felt worn out from their jobs. According to SHRM’s Employee Mental Health in 2024 Research Series, which surveyed approximately 1,400 employees online earlier this year, they are almost three times more likely to be actively looking for a new job compared to those who aren’t exhausted. Only 40 percent of exhausted employees exceed expectations in their positions, whereas 56 percent of those who don’t feel drained from their work do.

Daroon Jalil, a senior researcher at SHRM with a doctorate in industrial and organizational psychology, notes that it’s challenging for burnt-out employees to move past these emotions. She claims that’s why it’s vital to tackle mental health problems before they escalate. Nearly one-third of workers (33 percent) reported that their jobs frequently lead to stress.

Key stress factors?

Employee well-being at work is impacted by several factors, including high workloads, low compensation, job expectations, inadequate management, and staffing shortages. Workload, compensation, job characteristics, poor management, and a shortage of employees are major causes of stress. According to Jalil, stressed-out employees don’t challenge themselves, perform at their best, or show up for work in their best forms. “The way these employees experiencing burnout handle their tasks can affect their colleagues as well—team members might need to take on additional responsibilities, which could lead to possible resentment within the group.” For this reason, putting employee well-being first is essential to long-term success rather than merely being a nice-to-have.

Promote advantages throughout the year

Jalil asserts that no job is entirely devoid of stress, although certain burdensome elements can be mitigated more readily than others. “You can’t truly alter the essence of the work, yet the workload, leadership, and staffing levels are certainly manageable by the organization,” Jalil states. One way to boost employee well-being is by reworking roles and improving task delegation to ease workloads. For instance, employers might reconfigure roles or improve the delegation of tasks to lighten workloads, which can lessen certain pressures. Employers might also provide additional time off and flexible hours—two advantages employees mentioned in the survey as benefits that would enhance employee well-being.

Employees are not fully utilizing the benefits that are currently offered. Almost 70 percent of U.S. employees reported that they are either unaware (32 percent) or only somewhat aware (35 percent) of the available resources. At the same time, 50 percent reported that they do not feel at ease using or inquiring about mental health benefits. Jalil states that employees frequently overwhelmed with materials from their employers might struggle to locate information regarding mental health benefits. Furthermore, stressed-out or burned-out workers may lack the drive or stamina to pursue their needs. However, she stresses that employers should do more than just discuss the benefits during open enrollment periods; they should be more intentional in presenting them. That’s why she emphasizes that promoting employee well-being shouldn’t just be a once-a-year thing during open enrollment.

Walk the walk

Jalil emphasizes that leaders should actively create workplaces where employees feel comfortable using their benefits and prioritizing their employee well-being. That is not going to occur. Seventy-three percent of workers surveyed indicated that their employers claim to prioritize mental health, but almost half noted that the employers’ behaviors do not align with their claims. Only 2 out of 5 employees reported that their senior leadership exemplifies effective mental health practices. Jalil believes the best work environments make employee well-being a priority without forcing people to overshare personal struggles.

Leaders can demonstrate healthy mental health practices by informing their team that they are taking some time off to unwind after finishing a demanding, intricate project. They definitely shouldn’t respond unfavorably if an employee expresses a comparable statement. Furthermore, there must be no consequences for talking about mental health issues in the workplace. Employers must not indicate to employees that they are concerned about the matter and then take no action. For instance, Jalil states that if organizations inquire with employees about how they can assist with mental health concerns, they must be ready to implement measures to enhance the circumstances. If employers take no action, they are strengthening employees’ perceptions that their leaders do not particularly prioritize mental health matters. To improve employee well-being, businesses need to back up their words with meaningful change.

Methods for HR to address their mental health challenges

Make time for self-care a priority. Small tweaks to your routine can make a huge difference in your employee well-being. The goal is to make time for, well, everything that makes you happy and healthy. Start with regular exercise, which is said to naturally improve mood. Apart from improving mental health, it also reduces the likelihood of any major health issues. And don’t underestimate the power of nutrition—a poor diet can negatively impact your employee well-being in more ways than one. It’s critical for both your physical and mental health that you get adequate sleep. Establish the habit of waking up early and retiring to bed at a set hour. Your physical and mental well-being can be seriously harmed by eating poorly. You might, for instance, develop the habit of meditating for ten minutes each morning. Monitor your advancement using meditation applications. It will assist you in achieving a clear mindset at the beginning of the day and soothing your anxiety. In the office, you can develop a routine to take a break every hour or two to leave the desk. A quick walk, some simple stretches, or even stepping away from your screen can ease tension and improve employee well-being. Take a brief stroll outside or just stretch your back to alleviate tension in your body. Each of these small details contributes.

Recognize your triggers

Identify what you perceive as the most difficult and pressure-filled part of your work. If you understand what might impact your health, you can anticipate it and be ready to address it beforehand. Build a supportive team or set up a buddy system to help new hires settle in faster—both of which enhance employee well-being for everyone involved. Imagine feeling overwhelmed as you onboard several individuals, especially with the end of many college terms approaching. You can anticipate a significant number of new employees joining this season. There are sufficient indications for you to prepare ahead of time. To prevent feeling inundated, assemble and prepare a team that will assist with the onboarding procedure. Another option is to establish a buddy program to assist new hires in adjusting more quickly with the help of existing employees. Clear rules about when and how people can reach you are essential for your employee well-being.

Establish limits

Make a distinction between your personal and professional lives. This encompasses specific regulations and timing regarding when an individual can contact you for employment. The list may vary from individual to individual, but the ultimate aim should be to focus on your time, tranquility, and environment. For instance, limit the total number of meetings you conduct in a day. In this manner, you can allocate time for mental pauses and still complete the work effectively. A little prep can save you from a lot of stress and improve employee well-being for everyone. Another point to remember is to avoid allowing any employee to take advantage of you by being open for a conversation at any hour. Either provide them with a specific time for later or communicate that you have a restricted amount of time available. This way, you can manage unexpected discussions more effectively without interfering with your scheduled activities.

Steer clear of over-commitments

Always recognize the importance of saying “no” to maintain your tranquility. When HR prioritizes employee well-being, the entire workplace benefits. If you engage in people-pleasing and attempt to do everything, everywhere, simultaneously, you’ll likely find yourself overwhelmed or anxious. You might not even be able to perform at your best in the position you were hired for. Declining requests can be challenging occasionally, particularly when it involves your colleagues, but it’s necessary. Employees, and occasionally managers, believe that you possess a magic wand that can eliminate all their concerns and offer a solution. However, that isn’t true, is it?

In Summary

Taking care of your mental health as an HR professional benefits the business as well as you! Prioritizing employee well-being makes the whole work environment better for everyone. Employee engagement and productivity are positively correlated with workplace happiness. Walking, getting enough sleep, and maintaining an active lifestyle can all have a significant impact. Although it won’t happen right away, excellent things do take time!

UNLEASH dives into the latest HR trends, helping companies create a workplace that actually supports mental health and employee well-being—because happy employees mean a thriving business!