Mental Health in the Workplace

As we slowly approach fall and a more stressful time of year, it's a good time to reflect on the data we have about mental health in the workplace.

Since 2020, more than 80% of workplaces have heightened their focus on mental health issues. While this is fantastic news, I can't help but reflect on the fact that, presently, only 13% of employees feel comfortable talking about mental health at work. (This is likely due to several factors, including top-down communication and attitudes, as well as others best suited for another time.)

In addition, half of all employees say their mental health declined starting in 2022; and nearly 60% report they experience negative work-related impacts of stress that lead to burnout.

The American Psychological Association has reported that only one-third of employees are offered a culture where breaks are encouraged in the workplace. They also have found in their latest study that over 40% of employees worry about negative consequences should they be open with their employer regarding mental health concerns. In addition, only 29% of employees reported that their employer offers a culture where managers encourage employees to take care of their mental health.

I don't mean for this to feel like you're being called into the principal's office
-- you may have very different data and experiences coming from your particular workplace, and if so, I commend you. But the reality is, we can as a whole be doing far more for those who have chosen to work for us. And, frankly, we should.

If you've heard me speak, you know I go into far more than financial reasons for prioritizing mental health in the workplace, but I know it is impactful to remember: each employee who is struggling with mental health costs a business at least $15,000 annually. We also know that employers who do more for their teams' mental health see a return of $4 for every $1 spent.

As you review your metrics, set company goals, or simply look at the state of affairs, I invite you to consider whether the decisions being made align with your desire to prioritize your employees' mental health. I also invite you to review the resources you offer -- or have considered offering -- and determine what changes to make moving forward.

Looking at the data can feel daunting, overwhelming, and uncomfortable. What will differentiate you from other employers is your willingness to confront the issue, reflect honestly, and do it differently.