As COVID grips the world, the status of our mental health is gripping our private conversations. Yes, private, because although the media and medical community have repeatedly reported that people’s mental health is suffering from the stress of the pandemic, it’s still not an open topic in today’s workplaces.
While gritting teeth, riding the storm and keeping positive mindsets (or pretending to anyway), the pain and shock of what we have all been through is still being felt. Data tells us that problematic mental health has increased across all generations but it’s the millennials and Gen Z who have been hit the hardest. Why? Stigma. For some reason, it’s still not okay to admit what this pandemic has done to us, whether that be financially, physically or mentally. Sure, it might be okay to mention in passing to a friend that you don’t feel quite right, but stand up at the office and tell everyone the same thing? That’s a hard no.
The reality is that mental health doesn’t leave its bags at the office door
Whether employees return to a physical office or remain working remotely, one thing that this pandemic has taught us is that the line between our personal and professional lives has become (perhaps irrevocably) blurred. Deloitte’s 2020 Global Survey revealed that approximately 31% of millennials and 35% of Gen Zs had taken time off over the previous 18 months due to stress and anxiety, and that they experienced these symptoms all or most of the time. We all know the drill – money, family’s welfare and of course, future job prospects. However, in a labour market that has already been hit hard by the pandemic, these rises in absenteeism can cost employers dearly.
Mental health and the bottom line
Besides the financial costs to an employer when absenteeism is high, there is a roll-on effect from mental health issues that impacts staff performance. Performance and productivity also take a hit when an individual is struggling with more than just how to create a spreadsheet to reflect future sales. There are increases in workloads for their colleagues and that sometimes intangible but always felt decline in general morale and subtle changes to office culture.
No one wants to admit to what is still considered weakness and this is clearly reflected in the reasons young people give for chucking a sickie. The Deloitte’s survey revealed that for those who had taken time off, a different reason other than stress or anxiety had been offered. Why? Aren’t we all in this together? Well, on days where one’s positive attitude has taken a nosedive and it’s impossible to pretend you’re okay, that stigma around mental health issues doesn’t appear to have vanished.
When employees don’t feel supported all round, it leads to a culture of distrust, disengagement and even contempt. For younger generations who value inclusive, transparent cultures, the continuing stigma doesn’t bode well in terms of retention or recruitment.
What employers can do
There are 4 relatively simple strategies employers can use to address these problems:
Change your attitude: Older generations aren’t used to discussing mental health and many still sport the attitude of “suck it up and get on with it”. The thing is, that sort of thinking doesn’t work with younger generations. We are now living in an era where mental health issues are spoken about and are considered as ‘real’ as a physical ailment has traditionally been viewed. Therefore, in order to help employees, employers need to be mindful that things have changed.
Prioritise mental health: Workplaces have a responsibility to create a work environment that supports the mental health of their employees and allows them to thrive at work. Build this into your business strategy or policies to ensure it’s on the agenda.
Encourage an inclusive culture: Fostering open and inclusive workplaces where people feel comfortable and supported in speaking up about mental health challenges is critical. Start small, such as including it in a workplace meeting agenda, and build from there.
Set up support systems: These can be inhouse or via external service providers. Support systems for employees is vital and so is ensuring employees know who they can contact and when.
Stress and anxiety will spill into the workplace at the best of times. During this pandemic, it’s pretty much inevitable. However, the key to managing the current dynamic is ensuring the workplace has strategies to support employees so they can, in turn, support their employer. That’s how we show that we are all in this together.