December 10, 2020|Corporate Mental Health

The chain reaction of challenges related to COVID-19 continues to impact businesses around the world. Employers and their team members are navigating unknown circumstances on a daily basis. Thus, morale, productivity and job satisfaction are all at risk. And while these things can be difficult to protect, it is possible to maintain them with a proactive workplace mental health plan.

It is now imperative for companies to think long-term regarding employee mental health, as the decisions made now will influence performance in the weeks and months to come.

Remember, more than half of all Canadians have reported their mental health has worsened since the onset of the COVID-19 pandemic. And we also know that psychological health problems cost the Canadian economy approximately $51 billion per year (due to employee absenteeism, lost productivity, etc). 

With the length of the pandemic now extending far beyond original projections, the economic impact on employee mental health (and thus Canadian businesses) will almost certainly be compounded.

So what, specifically, can a proactive workplace mental health plan do for your business? And what should you incorporate into your plan?

Let’s take a closer look.

The Benefits of Proactive Mental Health Planning

Investing in a corporate mental health plan now can strengthen your business in three key areas:

1. Profitability

Each week in Canada, approximately 500,000 employees are unable to work due to poor mental health. This results in billions of dollars of lost revenue, which ultimately can jeopardize a company’s viability. 

Being proactive about managing mental health in the workplace allows employers to identify sources of stress and overwhelm, put supports (like healthcare coverage or wellness initiatives) in place early, and dedicate necessary resources before major issues arise.

2. Engagement

When employees become disengaged due to stress, overwhelm, or mental illness, they are less likely to perform to their fullest potential. In most cases, the employee begins to view their job strictly as a paycheck, doing the bare minimum required to maintain their employment. 

In the long run, this leads to high employee turnover, widespread negativity within the company, and poorer quality work.

Prioritizing workplace mental health before employees disengage is the most effective way to connect with and motivate your team, ensuring they remain aligned with the greater purpose of their work.

3. Resiliency

Only companies that support employee mental health and measure the efficacy of their initiatives are able to gain a clear picture of how their teams are performing, quickly identify potential problems, and accurately calculate the return on their investment.

Putting a proactive workplace mental health plan into motion separates you from competitors who are relying on reactive measures. It reduces the time it will take for your teams to recover from setbacks, therefore making your business better able to problem solve and adapt moving forward. 

What to Include in Your Corporate Mental Health Plan

1. Measurable Goals

Before deciding what your plan will look like, it’s important to document the specific outcomes you want to achieve. How will you know if your plan is working? What metrics or data will you reference? How long will it take to meet these goals? What is your ideal timeline? All of these questions will need to be answered.

2. Standard Practices

You’ll want to consider what your current practices are surrounding mental health and also which programs or supports you can implement as new standard practices. These initiatives should be made available to your employees regardless of whether a glaring mental health concern is present or not. 

Examples of standard mental health supports and programs include:

• Health insurance policies that cover psychological services, EAP programs, etc.
• On-going anonymous surveys to measure employee mental health, gather feedback, etc.
• Providing access to free resources via an online employee portal 
• Mental health first aid training sessions for all employees
• Opportunities to relax and de-stress (a designated “quiet zone” where employees can take breaks, a lunch-time walking group to get out of the office and breathing fresh air, etc.)
• Access and financial support for addiction and mental health treatment programs

3. Crisis Response

This portion of your corporate mental health plan should clearly communicate the steps to be taken should an employee (or employees) be in distress. It can also be used to address situations where mental health is having a significant impact on employee performance.

Examples of action steps to include in your crisis response plan include:

• How you will determine if there is a crisis or major cause for concern
• How you will document any concerning behaviours or performance issues
• What your anti-discrimination policy will be and how you will ensure it is upheld
• How you will communicate with employees who may be experiencing a crisis (Where you will meet, how you will ensure confidentiality etc.)
• Which coping strategies you will use or encourage others to use
• Which resources and professional supports you will connect the individual with
• How you can accommodate employees who are in distress on both a temporary or long-term basis (Providing a designated quiet work area for the individual, arranging flexible work hours, allowing the person to work from home, etc.)
• How you will ensure other team members will be respectful of mental health concerns in the workplace

Establishing a proactive workplace mental health program will eliminate guesswork and ensure your entire organization is on the same page. Now is the time to lay a strong foundation, unite your team, and move forward with clarity.

Did you know we offer virtual mental first aid training? Your entire team can learn to communicate about mental health and addiction in a respectful, supportive, and effective way— all from the comfort of their own homes. Click here to learn more.