Smart Leaders Will Prioritize Employees’ Mental Health: Four Ways Leaders Can Take Action

You might recall Olympic gold medalist Simone Biles stunning the world by withdrawing from multiple Tokyo Olympic events, citing concerns about her mental health. 

Shortly thereafter, the most decorated U.S. gymnast all but disappeared from competitive gymnastics.   

Biles’ decision received both praise and backlash. Some said she was weak and let her team down. Others viewed her actions as a long overdue turning point for prioritizing mental health.    

Now she’s back in a big way after a two-year hiatus. Last month, Biles shocked the world again by winning a record eighth national all-around title at the U.S. Gymnastics Championships. Experts said she looked “better than ever” and called her routines “close to flawless.” When asked how she felt after the championships, she said she felt happy—certainly not how stressed-out Biles was feeling in 2021 when she talked about her inability to perform and having the “weight of the world on her shoulders.” Clearly, she took the steps that were needed to reclaim her mental health.  

America and Employers Faces a Mental Health Crisis

Biles isn’t alone. Far too many Americans are facing mental health challenges, which historically have been stigmatized and hidden. The problem has exploded in recent years thanks to a host of issues—the pandemic, social media, financial worries, job burnout, gun violence, and the political climate among others. In fact, The Kaiser Family Foundation recently reported that nine out of ten adults say that there’s a mental health crisis in the US today. Kaiser also found: 

• About half of adults say they have had a severe mental health crisis in their family. 
• More than one in five adults say their own mental health was only fair or poor.  
• One-third of adults say they always feel anxious.  
• About one in five adults say they often or always feel depressed or lonely. 

And these mental health challenges impact employers. Employees can’t just leave their mental health challenges at home. They bring their issues to the workplace. In some cases, the workplace itself is part of the problem (as evidenced by the chronically high burnout levels among employees). Regardless of the cause, mental health challenges can have a profound impact on both individual and team performance. In the worst-case scenario, mental health issues can create workplace safety concerns.  

Today, employers can’t get away with brushing mental health challenges under the rug. Following Biles’ actions, USA Gymnastics faced criticism for ignoring abusive training, prioritizing success over health, and turning a blind eye to mental health red flag issues like eating disorders and depression.  

Beyond reputational issues, employers who put their head in the sand with regard to workers’ mental health needs aren’t getting optimal employee performance, which ultimately hurts the bottom line. The World Health Organization (WHO) estimates that depression and anxiety cost the global economy $1 trillion annually in lost productivity. WHO also found that for every $1 spent on treating typical mental health issues, there is a return of $4 in improved health and productivity. Studies also show that mental health programs on the job can help improve retention and reduce overall healthcare costs.  

Four Ways Leaders Can Improve Workplace Mental Health

Executives, boards, and human resources teams are well positioned to foster a culture that prioritizes employee mental health. They can implement programs and policies and monitor results. But even if you’re not in these positions, there are actions all leaders can take to help improve employees’ mental health. Here’s how: 

1. Normalize mental health conversations
   One silver lining of the pandemic was that it opened the door to discussing mental health at work. Everyone was stressed out, and there was almost no escaping conversations. Continuing conversations (or starting them if this is new terrain) can help de-stigmatize mental health struggles, especially when people in power encourage the dialogue and share their experiences. One-on-one and small group conversations also are a good way to solicit feedback on the organization’s mental health programs and policies, and to encourage employees to take advantage of any company mental health programs.  
    

2. Model healthy behaviors
   Your team members will feel they can prioritize self-care when they see leaders doing it. Often, leaders are focused on getting work done and neglect their own well-being. It’s so important that leaders prioritize their own mental health to help others. When employees see leaders working reasonable hours, taking unplugged vacations, limiting time on social media, or even going to a therapy appointment, they’ll feel they can do the same. Setting an example is perhaps one of the best ways to build a culture that prioritizes mental health.  
    

3. Offer flexibility
   Another silver lining of the pandemic is we learned that many jobs can be done well from remote locations or during non-traditional work hours. Giving employees the flexibility on where and when they get their work done can play a huge role in improving work/life balance, reducing stress, and addressing burnout. The keys to success are having a strong performance management system in place to manage work outcomes, good communication, and trust.   
    

4. Encourage movement and exercise 
   The benefits of physical activity on mental health are well documented. Physical activity releases endorphins and provides much needed mental breaks from work. It can reduce anxiety, depression, and negative moods while improving self-esteem and cognitive function. Nonetheless, far too many workers are sedentary, sit at desks all day, or are tied to their computers for extended periods. Leaders can educate employees on the benefits of movement and model the behavior. Some companies are even paying their employees a little extra to exercise.  

It’s important to remember that like physical health, mental health is personal. Each individual has unique needs, challenges, and a willingness to discuss their own mental health and take action. Even so, it’s imperative that organizations and leaders are proactive when it comes to their employees’ mental health. Teams won’t thrive when their people are struggling, and organizations can suffer both financially and reputationally if they aren’t implementing effective mental health practices and policies.  

Leaders and organizations are wise to take a lesson from Simone Biles’ mental health journey. Her performance validates the importance of focusing on mental health and how taking a break to recharge can help individuals emerge stronger, better, and healthier. Of course, we all can’t take two years away from work. But proactively incorporating mental health routines in our day-to-day work lives, taking regular breaks, and getting help can go a long way toward improving mental health.   

About the Author

Jeff Perkins is a Managing Director at Stanton Chase Washington, D.C. He is also Stanton Chase’s Global Leader of the Social Impact Sector. 

Throughout his career, Jeff has held leadership positions in North America and Europe for major media, digital, and technology organizations—including SpaceX, NPR, News Corporation, Nielsen, and Time Warner—where he guided diverse teams in human resources, executive search and compensation, culture development, and organizational transformation.