• Take steps to reduce mental health stigma at work.
• Help employees avoid burnout caused by chronic stress and overwhelming job demands.
• Provide support for mental health to foster a culture of wellness.

Worker mental health can be strained by stressors experienced at work and home, including workload, tight deadlines, illness, and family troubles.

Employers don’t have control over an employee’s home life, but can control what happens at work. The World Health Organization lists several workplace risks to mental health, including:

• Poor communication and management practices,
• Limited participation in decision-making,
• Low control over one’s area of work,
• Inflexible working hours,
• Unclear tasks or organizational objectives, and
• Inadequate health and safety policies.

A company can promote mental wellness by:

Reducing mental health stigma: Workers want information on how to deal with mental health issues but may be afraid to discuss the issue at work because of a stigma associated with mental health. To break down the stigma associated with mental health, take steps to create a culture that supports mental health. For example:

• Be flexible with leave.
• Create flexible schedules.
• Use anti-harassment and anti-bullying policies to support a respectful workplace.
• Train leaders to understand the importance of mental health issues and how they impact the workforce.
• Train supervisors to recognize warning signs of mental health issues.
• Promote resources such as an employee assistance program (EAP) and other mental health resources.
• Share information about mental health resources during team meetings.

Helping employees avoid burnout: When chronic stress and overwhelming job demands are not addressed, they can lead to burnout.

Burnout strains the mental and physical health of workers and results in less-than-stellar experiences for customers.

Employees who are burned out may feel:

• Exhausted,
• Depleted,
• Negative and cynical, and
• Distanced from work.

Supporting mental health: To create a culture that supports worker mental health and reduces the risk for burnout, pay attention to the way the organization manages and leads employees. Listen to worker concerns, paying close attention to:

• Workload: Managers should be advocates for employees and find solutions when workloads become heavy.
• Deadlines and time pressure: A lack of time to get work done is often cited as a reason for burnout.
• Expectations: Unclear expectations create stress for employees. Make sure managers discuss responsibilities and goals with employees, are open to questions, and allow employees to have input into decisions that are made.
• Support and recognition: Managers should get to know employees and recognize their efforts.
• Fairness and trust: Policies that favor certain employees, such as unfair compensation, mistreatment, and bias, all play a role in burnout.
• Safety: Employers are required by law to provide workers with a safe work environment.
• Boundaries: Don’t send after-hours emails, and don’t expect workers to be tuned in to work during their off time.

In addition, help workers reduce stress and avoid burnout by encouraging them to:

• Know limitations,
• Prioritize tasks,
• Talk with managers regarding control over projects and deadlines,
• Leave time in the schedule for some breathing room,
• Make time for exercise, and
• Reach out to an employee assistance program or healthcare provider for additional assistance.