A leader's guide to mental wellness in the workplace
Reprinted from the Is It Safe to Be Me? Creating inclusive and accessible workspaces issue of Visions Journal, 2024, 20 (1), pp. 14-15, 30
At a time when mental wellness ranges from cheesy Pinterest quotes to ever-evolving treatment options, understanding wellness at work may feel like a steep hill to climb. Not to worry! We are in this together, putting one foot in front of the other.
As a workplace leader, a future leader or someone who knows you don't need the title "leader" to be a true leader, your role extends beyond meeting deadlines and hitting targets. You're responsible for fostering an environment where team mental health is prioritized. Let’s explore practical strategies for creating a workplace that promotes mental wellness, with a focus on building trust, normalizing conversations around mental health and substance use, and addressing systemic factors that may impact employee well-being.
Building trust and psychological safety
Psychological safety will always forge the path to a thriving workplace culture, and trust is the foundation. When team members feel safe and supported, they're more likely to communicate openly and bloom professionally. Below, I describe some ways that leaders and leaders-to-be can cultivate trust.
Lead by example: Show your team it's OK to make mistakes. Although hard, making mistakes is the way we all learn. Try laughing at yourself by sharing an embarrassing story or funny mishaps. Laughter can break down barriers and build camaraderie. For example, some people have teased me for my upbeat way of speaking. Nonetheless, I've also seen how my positive outlook opens people up. Maybe our magic is in the things that make us different.
Encourage open communication: Embrace a culture where team members feel comfortable sharing their ideas, even if they're a little out there. Why not? The next big breakthrough could come from the wackiest idea! "Innovation" is just a fancy word for wacky.
Establish clear expectations: Be transparent about goals and expectations. This isn't the time to be mysterious. Speaking of wacky ideas, can you integrate wellness targets into those boring ol' corporate ones? Give something new a try!
Normalizing mental health and substance use conversations
Mental health and substance use are crucial aspects of overall well-being. Yet they're often stigmatized and overlooked in the workplace. Remember: while we may not all have a mental illness, we all have a unique mental-health profile, with our own ups and downs. Normalizing conversations around these topics can help reduce stigma and encourage employees to seek support. Here are some ways you can promote open dialogue:
Provide education and resources: Offering and attending workshops or seminars on mental health awareness and substance use is a good start. Something I have found helpful and inspiring is hearing from folks about their first-hand experiences with mental illness or substance use. Stories have incredible power to connect us.
Lead supportive conversations: Conversations about mental health and substance use can happen in large or small settings. Be prepared if the conversation takes flight. How? Practice. If you're stuck, a listening ear goes a long way in making someone feel supported.
Model self-care practices: Prioritize your own well-being. Don't be afraid to take a mental health day when needed, prioritize healthy practices or seek help for mental health challenges. We're all human. Recently, I talked to my manager about a tough week (it was only Tuesday!). She said she was starting work later than usual to go to the gym in the mornings. That story provided a sense of relief regarding the lunch-time walk I'd taken with my dogs the day before. Now I share dog-walk pictures in our team chat to inspire others to prioritize self-care and enjoy adorable dog photos!
Addressing substance use with sensitivity.
Substance use is still a very taboo topic. Taboo, yet normalized. From "mommy juice" cups and breweries to corner cannabis shops, we talk a lot about substance use, but not with the honesty it deserves. As a leader, and as a human, it's important to address this issue with empathy while also promoting accountability and support. We don't have to be experts, but we cannot continue shying away from this topic. Consider the following approaches:
Offer (and take advantage of) education and training: Workshops or seminars on addiction awareness can make a big impact. Many are available free online.
Offer confidential support: Ensure that employees have access to confidential resources, and don't forget to remind them that it's OK to reach out for help. Establishing that foundation of psychological safety will help assure employees are comfortable talking about hard things, which may lead to them accessing help sooner.
Rethink team events: Are your team celebrations or events inclusive of people who battle addiction or just prefer to avoid substance use? Are you planning after-work drinks? Consider something everyone can comfortably participate in. Escape rooms, cooking classes and team volunteering events are ways to bond inclusively.
Promoting equity and inclusion
Systemic factors can impact well-being and contribute to workplace stress. It's important to promote equity in your organization. Below are some strategies to consider.
Conduct equity audits: We don't know what we don't know, right? Get the facts. Evaluate your organization's policies, practices, attraction and retention strategies, benefit plans, overall representation and compensation. Whose voices are missing, and from which tables? When we know better, we can do better.
Provide diversity and inclusion training: Encourage learning experiences that balance seriousness and information with light and inspiration. This isn't about ticking a box. It's about bringing people along on a journey.
Support employee resource groups (ERGs): ERGs encourage belonging and peer support (see Related resources). When establishing an ERG network, make sure groups are rooted in a purpose, with appropriate technical and emotional resources.
By being proactive, leaders can create an environment where employees flourish. And remember: a little levity can go a long way. Sometimes we must be serious, but not all the time. Don't be afraid to laugh, lighten the mood and show your team that it's OK to be human. We're in this together, one step at a time.
Related Resources
For more on psychologically safe workplaces, see Workplace Strategies for Mental Health:
workplacestrategiesformentalhealth.com
For more on ERGs, see this article by Steve Yan, of the Business Development Bank of Canada:
bdc.ca/en/articles-tools/blog/employee-resource-groups-giving-employees-platform-improve-workplace
About the author
Lindsay is a human resources consultant who blends expertise with a passion for social media and mental health advocacy. She has extensive experience in equitable HR practices and fostering positive employee relations. A wife and mother of two, Lindsay delights in kitchen dance parties and glamping under the stars
