Prioritising Mental Health in the Workplace

Amanda Nutt, Elevo COO & Director of Coaching

8-minute read

Workplace mental health is increasingly becoming a strategic priority for any business that’s looking to win in the market and attract and retain talent. It’s easy to tie conversations about mental health to calendar events like World Mental Health Day or Stress Awareness Month, but employees are rightly demanding more – in the form of tangible action that they can see and feel.

But this is not an easy task. Workplaces are dynamic, ever-evolving environments. They’re composed of diverse individuals navigating complex relationships, intricate politics and shifting expectations.

Add to this the pressures of a challenging economic climate, tight budgets, and an unpredictable world, and it becomes clear that addressing workplace wellbeing is no small feat. So, where do we start?

At Elevo we work across industries with companies ranging from startups to global multinationals, I’ve had the privilege of learning a lot about workplace wellbeing. Here are some of my key reflections and insights:

1. Leadership sets the tone

Workplace wellbeing starts at the top. Leaders who advocate for mental health and role-model positive behaviours create a ripple effect across the organisation. This builds trust and credibility, showing employees that it’s not just a ‘tick box’ for the leadership team.

2. Leaders need to show their humanity

When leaders share their own struggles, it builds a culture of openness and trust. Employees feel seen and understood, knowing that everyone faces challenges sometimes. This doesn’t mean leaders need to constantly share their every vulnerability, but planning moments for open communication on a specific topic can have a powerful effect across the whole organisation.

3. Build on solid foundations

Before jumping to initiatives, ask:

• Are employees paid fairly?
• Are workloads realistic?
• Are expectations of people clear?
• Are managers equipped to lead effectively?

While not always easy to fix, an honest review of these basics is essential for meaningful change. It’s likely that you’ll find many issues related to workplace wellbeing will tie into a core driver like the above, which requires a deeper look at the issue.

4. Wellbeing and DE&I go hand in hand

Diversity, Equity, and Inclusion (DE&I) initiatives and workplace wellbeing efforts are often treated separately, but they’re deeply interconnected. Collaborative efforts can uncover synergies and amplify impact.

5. Wellbeing isn’t wellness benefits

Workplace wellbeing isn’t about perks like gym memberships or mindfulness apps. Of course these are nice benefits to have, but they barely scratch the surface. It’s about building belonging, psychological safety, trust and appreciation. These intangible elements form the foundation of a healthy work environment.

6. Start with a strategy

Jumping straight into action without a clear strategy can lead to inefficient and ineffective initiatives, which results in a perception that ‘workplace wellbeing doesn’t work’. Set target metrics and connect initiatives to a broader purpose or “why” to ensure plans are cohesive and impactful.

7. Data is your compass

Effective strategies are built on employee feedback and insights. Listen to your people, understand the core drivers of their experiences, and let this data guide your approach. Communicate back to your employees what action you plan to take off the back of surveys, so they feel that their voice counts.

8. Focus on Priorities

Trying to tackle everything at once can dilute efforts. Identify a few key areas to address and invest resources to make meaningful progress. This could be starting with a focus on your managers, and ensuring they’re upskilled and confident to lead their teams in a healthy way that prioritises wellbeing.

9. Managers need support too

Managers often bear the brunt of workplace challenges. Mid and senior managers in particular face significant pressures and need tailored support. It’s important they learn the skills to lead a healthy culture within their teams, but they also need to do this in a way that keeps them well too.

10. Measuring progress is possible

Tracking mental health and wellbeing improvements can be tricky, but it’s not impossible. Start with a baseline, define clear focus areas and measure consistently over time.

11. Awareness gaps exist

Surprisingly, many employees don’t even know about the support available to them, like Employee Assistance Programs (EAPs). Awareness campaigns can bridge this gap. It’s key to communicate that the EAP is fully confidential, which is a big barrier to usage (after lack of awareness).

12. Employee wellbeing is not the sole responsibility of the HR team

Those working in wellbeing-related roles often carry a heavy emotional burden. Many feel that they are flying the flag without much support. To embed these practices effectively, everyone needs to take responsibility for employee wellbeing.

Let’s Keep the Conversation Going

These are just some of the insights I’ve gathered, but there’s always more to learn. Do these resonate with you? Are there other lessons or experiences you’d add to the list?

How to get in touch:

Visit our website: www.elevo.net

Or email me directly: [email protected]