6 ways employers can have a positive impact on employee mental health in 2022

December 29, 2021 5:30 AM

To say that employees’ mental health has been challenged over the last two years would be a colossal understatement, as the pandemic created hardships the workforce was not prepared for.

Employers have been working hard to step up and provide employees with resources to improve their emotional well-being. Benefits like therapy apps, flexible work schedules and even programs to boost financial health can create a supportive work environment — but there is more that can be done.

“The pandemic took what we knew about life, freedom, and work and tore it into a billion pieces,” according to a new report released by Unmind, a workplace mental health platform. “In 2021, some wanted to tape those bits back together, craving a ‘before’ that’s no longer there. However, many more understand that every crisis is an opportunity.”

Employers have been given an opportunity to enhance the way they support their employees’ mental health from a holistic perspective. Based on its research, Unmind has identified six trends that will define what workplace mental health will look like next year.

Mental health training will increase

Employees want their managers and senior leadership to be trained on how to recognize their needs from a mental health perspective: 93% of employees surveyed by Unmind say training is important for workplace leaders. Sixty-two percent of employers say they are planning to offer managers mental health training and 63% say they are considering company-wide training sessions. When employers can recognize signs that employees are struggling with their mental health and provide valuable feedback and support, it creates a culture where employees feel secure enough to ask for help, according to the Unmind data.

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Appropriate and supportive language will be a major focus of these trainings, according to Unmind. Phrases like “it’s not that bad” are often thrown around in an attempt to help someone manage their issues, but these can be interpreted as dismissive — and far from supportive. Extending mental health and language training can help the entire workforce adjust their thinking and efforts to provide help.

Employers will designate well-being champions

One proactive method, as an example, is the creation of “well-being champions,” or internal workplace advocates who can help coworkers understand what mental health is, promote the company’s well-being policies, make sure employees are aware of EAPs, develop support groups and spearhead events. Eighty-six percent of those surveyed by Unmind say well-being champions will be “somewhat or very important” in 2022.

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Digital and in-person care will be vital

If the evolution of hybrid work has provided one lesson, it’s that employees want both digital and in-person options — and that applies to healthcare, too. Ninety-two percent of employers say they expect digital and online mental health tools to be “somewhat or very important” in 2022 and six in 10 employers are planning to launch new digital mental health tools in the new year, according to the Unmind survey. Eighty percent also believe that group therapy is going to play a key role in the workplace next year, and 38% of employers are planning to offer it to their staff.

Leadership will learn to step up

The majority of HR professionals surveyed by Unmind — 76% — agree that mental health awareness most needs to be improved within the C-Suite. It can’t be left to employees alone to bear the responsibility of understanding mental health in the workplace. Here, organizations have an opportunity to lead by example. Leaders can promote mental health programs by actively engaging with them and sharing their own experiences with staff.

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Workplace safety guidelines will provide a path forward

Published in 2021, workplace safety guidelines known as ISO 45003 highlight the dangers that could impact employee mental well-being, including poor manager communication, a lack of growth with their work, harassment and physical violence. The ISO 45003 is a “how-to for keeping your people safe,” according to Unmind. Employers should recognize that physical safety risks shouldn’t overshadow mental safety risks, according to Unmind, but should rather be treated as an equal priority.