According to the World Health Organization, "employee mental health" is a blanket term for the psychological, social and emotional well-being of individuals in the workplace. The concept helps to define how an individual assesses their own environment, copes with stressors and external factors, and ultimately thrives or struggles in a workplace.

The WHO elaborates that work is often a source of positive mental health, but various workplace factors can turn a typical positive into a detriment. Employers should make conscious efforts to foster a positive environment that enriches its employees' lives and supports mental health.

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As an employer, it is imperative that you take the proper measures to help your employees stay healthy, both physically and mentally. We spoke with human resource and mental health experts to learn why employee mental health is critical right now and what you can do to support your team. 

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Mental Health Risk Factors in the Workplace :

To support mental health in your company and avoid the major pitfalls, you should understand what can positively or negatively change an employee's mentality at work. The WHO lists these major mental health factors for the workplace:

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• Stress is far and away the largest risk factor in employee mental health. Deadlines, quotas and the many metrics for business performance can all induce stress in employees. While small amounts of stress are typical for a workplace, undue and excessive stress creates major risks that should never be ignored.
   

• Harassment and bullying are other major risks. The WHO has issued multiple warnings and provided resources to deal with workplace harassment. Harassment can take many forms, but the bottom line is that an employee feels antagonized at work.
   

• Poor communication is often cited as a source of workplace stress for employees. That stress can have poor mental health outcomes, sometimes even leading to clinical problems.
   

• Limited participation is another major risk. When employees feel they are not part of the decision-making process, they often feel isolated or underappreciated. These feelings contribute to poor mental health in the workplace.
   

• Poor working hours – whether too long, too inflexible or too late – create physical health problems in the workplace that can compound mental health risk factors. If a work schedule prevents an employee from getting proper sleep or sufficient social interaction outside of the workplace, it can create a negative trend for that individual's mental health.

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What are the negative effects of ignoring employee mental health?

Unfortunately, mental health issues are often ignored in the workplace. Many employers feel uncomfortable involving themselves in this intimate aspect of their employees' lives; conversely, many employees are hesitant to speak openly about their struggles, especially if their condition is affecting their job performance, or the stress of work is worsening their condition. 

The inability of an employee to openly discuss the challenges of mental health and well-being can contribute to a cycle of distrust and fear, where neither employers nor employees want to talk about mental health issues. 

It is important to eliminate this vicious cycle from your workplace, as ignoring employee mental health can result in problems for both you and your employees. 

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Negative effects for the employer

• It reduces trust between you and your employees.

• It creates an unsupportive, distrustful company culture.

• It can decrease employee performance and productivity.

• It may provoke a discrimination claim.

• It reflects poorly on your company and brand. 

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Negative effects for the employee

• It can decrease engagement, performance and productivity.

• It can increase mental health issues.

• The employee might not know whom to turn to for help.

• The employee might feel a need to hide their struggles.

• The employee might put themselves or their employer at risk. 

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How to identify and monitor employee mental health :

Mental health challenges can arise at any time, especially during a crisis, so it is important that you consistently monitor your employees and ensure that they are doing well. You can evaluate your employees by setting up recurring check-ins. 

HR professionals should proactively reach out to their employees, checking in on how they are doing, and with a flexible lens, provide person-specific accommodations and education about employment policies that employees may benefit from.

Approach these meetings in a way that makes your employees feel safe and secure with sharing their struggles and asking for help. Be attentive when speaking with your employees. There are many warning signs that can indicate someone is struggling. 

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