Leaders must prioritize all employee well-being

The COVID-19 pandemic is much more than a public health crisis. It has also created an economic and mental health crisis. Studies have found that 53% of adults in the United States believe that worry and stress related to COVID-19 has had a negative impact on their mental health.

This presents a significant challenge for leaders. Not only because one of leaders’ primary responsibilities is creating the conditions for people to do their best work, but because failing to take care of the mental health and well-being of employees can have a ripple effect throughout their organization, undermining confidence, commitment and psychological well-being. safety, the strongest attribute of high-performance teams.

Given that in a normal year (which is as far away from 2020 as possible) the World Health Organization estimates that depression and anxiety disorders cost the world economy a trillion dollars, it is clear that there is a high hidden cost in any organization that does not support all the well-being of its employees.

With October 10^th On the occasion of World Mental Health Day, here are five ways leaders can support their employees struggling with mental health.

Help people feel psychological security

The COVID-19 virus has created many challenges around physical safety in the workplace. Yet given the stigma that is still associated with mental health, fostering an environment in which people feel emotionally safe and supported is simultaneously one of the most important and difficult challenges for leaders. This is even more true as employees begin to return to the workplace.

At the heart of psychological security is the feeling that we can share what we authentically think or feel without fear of negative consequences. A key aspect of psychological safety is the connection people feel with their coworkers. Helping foster a strong social connection within a team helps build emotional security. While virtual meetings can help people connect, it’s important to foster non-work-related conversations. For example, setting aside thirty minutes a day, or one hour a week, for a team check during which the only subject off the table is work.

Understand the resources your company offers

Drawing on his 25 years working on implementing strategic organizational change, Peter Thies of The River Group says that “Understanding your organization’s EAP (Employee Assistance Program) is not ‘a human resources thing’. It’s a leadership concern. ”

As a leader, it is up to you to understand the EAP and other resources available to those in your charge.

Connect with genuine empathy

This crisis has left many people dealing with a whirlwind of intense emotions far beyond what they would normally face. While we’ve all been in the storm together, the truth is that we’ve all experienced it differently. This makes connecting from a place of genuine empathy and compassion more important than ever. As I shared in this previous column and in the video below, empathy is the single most important skill for leadership, particularly amid disruptive change and uncertainty.

So make it a priority to connect with people through 1: 1 meetings, always asking “How are you?”, Genuinely, and always allowing space for them to respond, honestly.

Humanize yourself by sharing your own struggles

When Michelle Obama shared in August that she felt like she was suffering from mild depression, social media was flooded with great support. Her courage to share her personal struggle so publicly was an act of public service in destigmatizing mental health. When someone with the strength of Michelle Obama is confident that they are not invulnerable to depression, it improves the shame associated with mental health. w

Of course, this does not imply that anyone in a supervisory role should share everything they are dealing with. You should be clear about your intention to share and why it will be helpful to those in your care. That said, if you’ve had a rough day or rough week, it’s okay to let others know that you’re not covered in psychological Teflon. This does not mean that you will not be able to lead your team forward. It simply means that, like the former First Lady, you are human. People need to see that.

We connect much more deeply through our vulnerabilities and struggles than our victories and successes. As I discovered by sharing the anguish caused by mental illness in my own family, when we share the non-photoshopped truth of our lives, it makes people feel more comfortable sharing their own truth.

Catch up on the warning signs

Mental illness is a silent epidemic. And since we can’t see it, we can easily lose it. While only licensed professionals can accurately diagnose mental health risk, anyone can be on the lookout for indicators that the people they work with and live with are not coping well. Common warning signs include:

1. Feeling sad / withdrawn for more than 2 weeks
2. Increased absenteeism or notable losses in productivity
3. Difficult to focus
4. Sudden or unpredictable changes in attitude or mood.
5. Excessive use of alcohol or drugs.

If you notice these signs, don’t let your fear of an awkward conversation keep you from saying something. Peter Thies recommends inviting them to engage in conversation about the behavior you observe, without suggesting causation or inferring flaws, or sharing a personal experience as a way of showing compassion and support.

Likewise, if you just have an intuitive feeling that something is wrong, don’t ignore it. My own experience in leadership development has taught me that if something doesn’t feel quite right, it probably is. A genuinely caring inquiry can open the door to connecting with people on a very sincere level, allowing you to get help they may not even know about, let alone actively sought it out of their own free will.

Radical Self-Care Role Model

Last but not least, lead by example by prioritizing your own mental well-being. There is no more powerful way to demonstrate the priority you place on mental health and wellness than how you take care of yourself. Share your own common activities and practices to care for your own well-being – mental, physical, emotional, and spiritual.

Creating a “No Zoom Friday”, scheduling a regular digital detox, or even taking your own “mental health day” sends a powerful message to your team and organization.

Maya Angelous once said that people won’t always remember what you said or did, but they will always remember how you made them feel.

At this time when so many people struggle with a wide spectrum of intense emotions (anxiety, pain, shame, depression, guilt, anger), leaders not only have the responsibility to lead in a more sincere way, prioritizing the whole of well-being of those who are in charge, have an obligation.

In my desire to look back on this turbulent and trying time. For now, leaders must take leadership in entirely new ways, putting the well-being of employees at the center of what we do.

If you are having difficulties at this time, please contact the Suicide Prevention Lifeline or call 1-800-273-TALK (8255) or the many other professional mental health care agencies.

Margie warrell is a leadership speaker and facilitator currently facilitating virtual programs to help leaders and teams better navigate this crisis. She is also the author of You got this! The transformative power of trusting yourself