Your culture: 

Promoting a stigma free culture by creating an environment where mental health is openly discussed and where employees feel comfortable seeking support without fear of judgement or discrimination is crucial. As mental health is emerging as a top concern amongst workers, with only 10% of employees currently seeking support for their mental health [2] and with a staggering 2 million people waiting for NHS mental health services in the UK according to the charity Mind, employee wellbeing must become a priority for many organisations. 

Provide mental health benefits: 

Make it a point to openly promote the use of mental health resources within your business. Offering comprehensive mental health benefits such as access to counselling services, mental health screenings, and employee assistance programmes (EAPs) are benefits widely utilised by employees. Equally important is making sure these benefits are easily accessible and your employees are aware of how to access them.  

Implement wellness programs that address physical, mental, and emotional well-being. This can include fitness classes, mindfulness workshops, stress management training, and nutrition education. 

Encourage flexibility and promote work-life balance: 

Everyone faces personal challenges outside of work, so it’s crucial to create a safe environment for your employees to approach you during tough times, responding with empathy and understanding. Encourage employees to maintain a healthy balance between work and personal life by setting realistic workload expectations, promoting flexible work arrangements when possible, and respecting employees’ time off. 

When at work, encourage your employees to take regular breaks throughout the workday to recharge and prevent burnout. Make sure they take lunch breaks away from their desks and discourage working long hours without any breaks. 

Being an engaged leader 

Regularly check in with your team members to ask about their well-being and be attentive – you may notice small (or big!) changes in their behaviour that may require addressing. It’s crucial to regularly connect with your team and consider scheduling one-to-one meetings that focus on their needs rather than just project updates or feedback. Allocating even 15 minutes per week to listen and support your employees can have a significant impact. 

Don’t forget to lead by example by prioritising your own wellbeing, practising open communication and demonstrating empathy and support to your employees.  

Seek Feedback from your Team: 

Individuals manage their mental well-being differently, therefore, ask what support your employees find beneficial from you. This can be through employee engagement (or shorter pulse) surveys, working groups or just simply having an ‘open-door policy’, urge your team to provide input on how you can enhance their mental health support. By valuing their input and involving them in well-being initiatives, you build stronger employee engagement and boost their involvement in these efforts. 

Celebrate: 
Acknowledge your employees’ achievements and goals related to their well-being. Celebrate personal milestones such as running a marathon, welcoming a new baby, and more, to demonstrate genuine care. Establish a culture where valuing well-being is not just encouraged but actively celebrated within your team.