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In a few short months, it will have been two years since the COVID-19 pandemic drastically changed everything about our daily lives from shopping to schooling to socializing and working. Seemingly overnight, many employees went from working full-time in offices to working exclusively from home, and these individuals are now waiting for their companies to make and share important decisions about whether they will return to the office full-time, on a part-time basis or not at all.
The overwhelming challenges of working through the ongoing pandemic has elevated the importance and visibility of employee mental health. Pre-pandemic, the social stigmas associated with mental health issues meant the topic was generally viewed as a taboo subject with a "don't ask, don't tell" attitude. Since the start of the pandemic; however, sentiment around mental health has improved significantly in terms of how companies think about it. This has led to somewhat of a revolution, with employers proactively addressing and increasingly prioritizing employee mental health support, benefits and coverage.
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TELUS International recently released a survey that found 78% of U.S. employees now feel empowered to let someone at their company know when they aren't feeling physically or mentally well, compared to just 40% in 2020. This increase can be attributed in part to employers' shifting stance on and approach to employee mental health practices, as well as the ways they are demonstrating the change by providing more thoughtful and meaningful touchpoints with their teams, increasing flexibility in scheduling, and adding meaningful health benefits to combat employee burnout.
As companies plan for 2022, it will remain critical that mental health is a key focus, especially when you consider that the same survey revealed 57% of employees would quit their job for another that better prioritized their mental health. Whether you plan to implement a return to on-site work, a hybrid model, or continue with remote work - all employers must continue to meet employee mental well-being needs and customize their programs and benefits to match.
Here are five ways companies can support the mental health needs of employees to support a happier, healthier workforce, drive stronger employee retention, and achieve enhanced company performance.
1. Have open and honest discussions about mental health. With more than half of Americans ready to quit their job for one that better prioritizes mental health, managers should ensure they create a safe space for these discussions and make time to have thoughtful and open 1:1 meetings with their team members. A great example of this is Virgin, where managers are trained to confidently have mental health conversations with their employees on an ongoing basis.
2. Offer more flexible working hours. Our survey further found that 86% of respondents felt having more flexibility in their working hours would positively impact their mental health. Today's employees are looking to achieve a better work/life balance to accomplish their duties and goals outside of their jobs, such as school drop-offs or a mid-day fitness class.
3. Provide more time off to help combat burnout. The survey also revealed a rising trend in dedicated mental health days to combat pandemic burnout, with 68% of respondents saying their employer has provided extra paid time off since they started to work from home. The results indicate that companies understand the need to prioritize mental health and how they can offer a reprieve from the everyday challenges of working during the pandemic.
4. Ensure team members have access to the benefits that will help them the most. When asked about the most helpful mental health and wellness resource that their employer provides or could provide, respondents in our survey cited access to a therapist, psychologist or other counseling (39%); virtual workshops about health and wellness, recommendations in a newsletter, and yoga and meditation classes (29%); mental health or personal days off (19%); and a self-directed health and wellness spending allowance (10%). Write-in responses for "other" (3%) included third-party meditation apps, "all of the above" and "going outside." Many employers are listening. Meditation app, Headspace, shared that it's seen a greater than 500% increase in inbound interest from companies seeking mental health help for their workforces since the onset of the COVID-19 pandemic.
5. Consider the necessity of a return to the office and ease employees back in. According to the TELUS International survey, being back in the office or the idea of returning to the office is increasing stress for more than half of working Americans. Further, a Bloomberg survey found that 39% would consider quitting if their employers weren't flexible about remote work. As the labor market has become increasingly competitive, employers must do more to retain top talent by reconsidering how their teams work most effectively, and if possible, continue to offer both full-time remote and hybrid options.
Today's employees need, and are increasingly demanding resources to help them cope with mental health problems. Implementing supportive mental health policies, programs and benefits like those outlined above makes it clear to your team that their company cares and is committed to their overall well-being. Companies that make mental health services more accessible in the workplace, will simultaneously achieve real improvements in employee outcomes and consequently in productivity and company performance.
Albert Galarza is the Global Vice President of Human Resources at TELUS International.
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