It is important to encourage employees to take charge of their own well-being to enhance mental and emotional wellness. That opportunity for support often originates with the leader. (Photo: Shutterstock)
The past year has introduced struggles that challenged workers in every possible way. Millions of people suddenly found themselves in new situations, trying to simultaneously navigate the changes that came with work, their family, schools and childcare, while also being concerned for their health during a global pandemic. All of this has taken a toll on the workforce. Forty percent of adults report struggling with mental health or substance use and reported four times the amount of anxiety and/or depression disorder diagnosis compared to 2019. Yet less than 50% of adults that report struggling with mental health actually seek help.
When talking with our employees, we learned that this was due to the stigma and uncertainty with where to turn. Employees shouldn't have to go far for help and, in fact, assistance in many cases can be found within the leader.
Recommended For You
Breaking the negative stigma associated with mental wellness can start with the company and direct managers. In order to change the mindset, there must be a cultural shift in the workplace so that both managers and employees realize "it is ok not to be ok." In fact, 65% of workers globally feel their employer is supportive of their mental health, according to the ADP Research Institute's report, People at Work 2021: A Global Workforce View. That support can start with something as simple and routine as a conversation. The conversation, however, needs to be driven by empathy and compassion to better establish a safe space to feel comfortable acknowledging and discussing mental wellness.
As leaders, it is important to support our team members and their well-being, model healthy behaviors and create a safe environment to have those conversations. Prioritizing wellness, encouraging engagement, and promoting healthy behavior starts with the leader. Small changes to how a leader may interact with their team can make a world of difference to nurture mental health and well-being. By simply showing employees compassion, and role modeling behavior, leaders have the ability to drive engagement and nurture a more inclusive culture.
Be a role model
Leaders are role models and when it comes to promoting mental wellness, their actions matter. By demonstrating self-care and boundaries, such as taking a break for a walk or leading a conversation with a team member on a topic other than work, it shows it is ok to prioritize mental wellness.
Many workers have a habit of leaving unused vacation days on the table at the end of the year. The pandemic amplified that habit and forced many to refrain from stepping away – especially since there was nowhere to go. However, time away from work to focus on a hobby, family or even relax can help to recharge batteries similarly to time spent on an official vacation.
For a manager to lead by example, they must "nourish" themselves first, knowing that they must do so before they can take care of anyone else. It is important to encourage employees to take charge of their own well-being to enhance mental and emotional wellness. That opportunity for support often originates with the leader.
Check in
Interaction in the office allows for social cues that can be easily spotted and understood. However, trying to interrupt those cues in a conversation from behind a screen comes with challenges and can limit the possibility of a deeper conversation. Keeping an eye out and addressing atypical behavior, as well as truly listening shows that the leader cares beyond the work at hand, but for the individual.
Regardless of how they are executed, one-on-one meetings and conversations have the power to open the door to ask if someone is "ok" without overstepping boundaries. While limitations put in place as a result of the pandemic have left many feeling lonely and isolated from their team, leaders can step in and step up by helping to foster a positive, dynamic environment. Leaders can let their associates know that it's OK…
- To ask for help
- To prioritize your personal needs
- To feel frustrated
- To talk about it
- To not talk about it
- To have a great day
- To have a bad day
- To take a walking meeting
- To take a day off To take a break to re-energize
This past year has been anything but easy, yet it is clear, the mental wellness of employees is immensely important. The aftermath of the pandemic will continue to linger for years, which is why employers must incorporate mental wellness into their business culture.
Sugi Venkatesh is division vice president of HR at ADP. For more, visit Spark.com for Mental Wellness Support from a Surprising Source: Why and How to Prioritize Mental Health at Work.
Read more:
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
