Mental Health Support in the Workplace: A Guide for Entrepreneurs
As an entrepreneur coach, I understand the importance of supporting mental health in the workplace.
Just like you wouldn’t want someone with a cold to stay in the office, sneezing and coughing and spreading illness to everyone, you wouldn’t want someone who struggles with depression, anxiety, or aggression to spread confusion and desperation to others.
That’s why in this article, we’ll explore how business owners and supervisors can help team members seek mental health support. This not only improves overall performance but also ensures that those who are struggling get the help they need without fear of discrimination. First, let’s talk about why mental health support is so important for everyone, not just for employers and supervisors.
Importance of Mental Health in the Workplace
Maintaining good mental health is crucial for productivity and overall well-being. According to the latest statistics, about 23.1% of U.S. adults had a mental health condition in 2022. That’s nearly one in four people. Mental health issues are also common among workers.
In 2021, 22.8% of U.S. adults experienced some form of mental illness. To put this in perspective, imagine a large office with 1,000 employees. Based on these numbers, about 230 of those employees might be dealing with a mental health issue. Picture 230 people who are supposed to help manage your business but are barely keeping their mental health in check every day.
When team members struggle with mental health issues, it can impact their performance, their relationships with colleagues, and the overall atmosphere in the workplace. Research shows that workplaces that support mental health have higher productivity and lower turnover rates. This is good for both employees and employers.
With that in mind, let’s talk about how to recognize when someone is struggling with mental health issues at work.
Why You Should Not Ignore Employees' Mental Health Issues
Before we talk about the signs of poor mental health, let’s discuss why it’s important not to ignore these issues.
Many of us might think that, unless we are licensed therapists or medical professionals, we shouldn’t try to diagnose or talk to someone about their mental health. We might assume that people should recognize their own problems, especially when their mental health is affecting their work. But that’s not always the case.
When someone is struggling mentally, seeking help may be the last thing on their mind. They might be overwhelmed by insecurities and fear of rejection or isolation. Don’t take it personally. Often, this comes from unresolved trust issues.
So even with increased awareness of mental health, it’s still a sensitive topic for a variety of issues. And as I mentioned earlier, when one person struggles, it has a ripple effect.
Let’s talk about one example of how a company suffered by not providing its employees appropriate mental health support.
A Crisis at Orange
How Not Providing Mental Health Support Hurt Orange:
- Legal Consequences: In 2019, the company and several former executives, including the former CEO Didier Lombard, were found guilty of “institutional moral harassment” in a landmark court case.
- Financial Penalties: The company was fined €75,000 (the maximum allowed), and some executives received jail sentences and personal fines.
- Reputational Damage: The suicides and trial greatly harmed Orange’s reputation, both in France and abroad.
- Cultural Change: The crisis forced Orange to make major changes in its management and workplace culture, focusing more on employee well-being and mental health support.
So, don’t ignore when you see someone struggling at work. You don’t have to be in the healthcare industry to support mental wellness. The first step is to recognize the signs that an employee might be struggling mentally.
In the next section, we will issues common signs of mental health problems. We will also discuss how to document what you observe so you can help employees get the mental health support they deserve.
Signs of Mental Health Problems
When we talk about mental health problems, it’s important to recognize the signs early. Here are some signs to look for:
- Verbal Outbursts or Agitation: A team member might react strongly during meetings or conversations, showing frustration or anger.
- Withdrawal from Colleagues: Avoiding team activities or social interactions can indicate feelings of isolation.
- Decreased Productivity: Missing deadlines or showing a drop in work quality might mean they’re struggling with motivation.
- Mood Swings or Changes in Behavior: Sudden changes in mood, like bursts of energy followed by low engagement, could be a sign of emotional instability.
Catching these early signs can help prevent more serious issues. For example, Sarah, a graphic designer, started missing deadlines and reacting defensively to feedback. Her colleagues noticed this change and were concerned about project delays and communication issues.
Documenting Behavior: If you notice inconsistent, disruptive, or irrational behavior, it’s important to document it. Here’s some tips on how to do it the right way
How to Document Employee Behavior
If you see any unusual, disruptive, or irrational behavior from an employee, it’s crucial to keep a record. Here’s how to do it effectively:
- Keep a Journal: Write down quick notes about what happened, including dates and details of the behavior. This helps you have a clear record.
- Be Objective: Focus on what you observe, not your feelings or assumptions. Describe the behavior without adding personal opinions.
- Include Details: Note the time, date, and specific actions or words. The more detail you provide, the more useful the record will be.
- Update Regularly: Make notes right after an incident to ensure accuracy. Regular updates help maintain a complete picture.
- Store Securely: Keep your notes in a safe place where they can be accessed if needed for HR or legal reasons.
- Follow Up: If necessary, share your observations with HR and use your documentation to support any discussions or actions.
In the next section, we’ll discuss how to have a conversation with an employee who may need mental health support.
How to Talk with Employees About Seeking Support
Talking about mental health doesn’t have to be awkward. Think about how you’d talk to a friend or loved one you’re concerned about. Here are some tips:
- Express Genuine Concern: Talk to the team member privately and show that you care about their well-being. Use kind and supportive language. Let them know, “I value you not just as a team member but as a human being.”
- Offer a Private Space: Choose a comfortable place where the team member feels safe to discuss their concerns.
- Ask Open-Ended Questions: Encourage them to talk by asking questions like, “How have you been feeling lately?” or “Is there anything affecting your work?”
Don’t be surprised if the employee is defensive or denies there’s a problem. Mental health is still a sensitive topic, and they may fear being judged or punished.
After the initial conversation, you can:
Set Compassionate Guidelines: Create clear yet kind guidelines for handling disruptive behavior linked to mental health challenges. Emphasize mental health support and resources available without stigma. Provide a list of mental health resources they can use.
Contact Friends or Family Members: With the employee’s consent, reaching out to their trusted friends or family can provide extra support. For example, when Mia’s performance dropped due to depression, her manager, with her permission, contacted her partner to discuss support both at work and home.
Just as important as using the right words with respect to mental health is understanding the law behind employee privacy. In the next section, we will talk about some other things to consider.
HIPAA & Protecting Employee Privacy
Respecting privacy is very important. Employers should be aware of HIPAA (Health Insurance Portability and Accountability Act), which sets rules for protecting sensitive health information. While HIPAA usually doesn’t apply directly to employers, it might in certain cases:
- Group Health Plans: Employers with group health plans must follow HIPAA rules for those plans.
- Self-Insured Health Plans: Employers running self-insured health plans are more likely to follow HIPAA rules.
- Business Associates: Employers working with healthcare providers or insurers may need to follow HIPAA rules.
Also, if you have not done so already (with the help of an HR specialist, not just by reading stuff online), create clear policies for handling employee health information. Make sure conversations about mental health and mental health support resources are confidential unless the employee is at risk of harming themselves or others. This builds trust and encourages openness.
For example, if Jack shares his struggle with anxiety, his supervisor should keep the discussion confidential unless Jack agrees to involve others for support. Next, let’s talk about how you, as a business owner, can support your employees in the workplace.
Promote Mental Health Support in the Workplace
To create a supportive workplace for mental health, entrepreneurs like yourself can:
Offer Mental Health Resources: Provide access to counseling services, employee assistance programs (EAPs), and stress management workshops.
Promote Work-Life Balance: Encourage breaks, flexible work schedules, and wellness programs.
Educate Employees: Raise awareness about mental health with workshops, newsletters, or guest speakers sharing personal experiences and coping strategies.
Encourage team members to take care of their mental health by:
Lead by Example: Share your own experiences or show self-care practices to make seeking help normal.
Promote a Supportive Environment: Create a space where team members feel safe discussing mental health without fear of judgment.
Celebrate Successes: Recognize and celebrate when team members take steps to improve their mental well-being, reinforcing a positive culture. This could be as simple as recognizing when a coworker takes a well needed vacation or schedules time to attend a wellness workshop.
The image below summarizes how to promote mental health support resources. Next, I will share my final thoughts.
Final Thoughts
Supporting mental health at work isn’t just about having policies. It’s about creating a culture of understanding and support. By recognizing signs of mental health problems, having kind conversations, protecting privacy, and setting clear guidelines, businesses like yours can build a healthier and more productive environment.
If you want to create a workplace that prioritizes mental health or need guidance, don’t hesitate to contact me. Also, listen to my entrepreneur podcast for practical tips on improving your communication with others.
