How managers can be ‘loud and proud’ around mental health support

Despite an eagerness to return to pre-COVID norms, the past year has presented challenges employees are still struggling to overcome.

Mental health has been a hot topic of conversation in the workplace because of the impacts of COVID-19 on employee well-being. Forty percent of employees are dealing with one or more diagnosable mental health conditions, and 48% said that challenges with their mental health impacted their capacity to work, according to a survey by Lyra Health.

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As employers think about the next phase of recovery, behavioral health benefits and support should remain top of mind, says Susan Wyatt, head of customer success at Lyra Health. Employers need to look at their practices and policies to ensure they’re prepared to weather the next wave of challenges employees will face.

“HR leaders are really recognizing that this is an inflection point for changing the conversation about mental health and the benefits they offer," Wyatt said at Employee Benefit News’ Workplace Strategies Agenda. “It's about how your care can be seen as a resource for everyone and not just for those in a severe crisis.”

The first step is recognizing that employees and leaders will have a whole new set of stressors on their plates: as schools reopen, parents will need to navigate new routines and commutes. Employees will need to plan for child care and pet care. Many employees will continue to deal with issues around racial stress and discrimination, Wyatt said.

“Just because the pandemic is lessening, mental health concerns aren't going away,” she said. “Following emergency mode, we'll see a second wave of people seeking support.”

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To ensure employees get the help they need, leaders should set the example that it’s OK to seek help and utilize employee benefits. The Lyra survey found that 40% of employees feel uncomfortable discussing their mental health at work. As a leader, Wyatt said she helps destigmatize the conversation on her team by announcing her therapy appointments and PTO “loud and proud.”

“When I go out on PTO, I leave loudly and say, 'I'm taking time off, and for the benefit of my mental health, won’t be checking emails,’” she said. “I want my employees to see and mimic my behavior.”

Employers should also look at their current mental health benefits and examine utilization rates. Typical EAP programs are utilized by just 2% of employees, and the national average wait time for mental health treatment is 21 days, Wyatt said. Look at your programs and see how they compare, and then make changes to ensure your programs are up to the task.

Leaving employees to navigate these challenges on their own means that many employees will look elsewhere for the support they need, Wyatt warned.

"This time has made people think hard about their priorities and one of those things is mental health,” Wyatt said. “They're incorporating what benefits are offered into their decision when they ask themselves, ‘Is this still the best place to work for me?’"