Supporting employee mental health is no longer a nice-to-have for companies, but rather a necessity for those who wish to retain their workers. Burnt-out employees are leaving their jobs at alarming rates, and the ones who stay report that poor mental health has a negative impact on productivity.

Mental health struggles are prevalent within the US workforce. While the vast majority of employees want a company that openly embraces mental health dialogue, 50% still feel like employers don't provide enough mental health support. And when that support is lacking, workers will walk away.

Companies must stitch the concept of prioritizing mental health into the very fabric of their culture. Leadership buy-in, mental health training, and open communication are necessary to build a sustainable workplace culture that supports and retains employees.

Get Leadership Buy-In

Mental health prioritization in the workplace starts at the top. Employees look to their leaders for guidance, inspiration, and approval. It's essential that HR and people leaders sit down with management to explain the business impact of prioritizing employee mental health.

Depression alone is responsible for an estimated 200 million lost workdays each year. Employees who struggle with mental health and do show up to work see their productivity plummet. Low levels of productivity driven by mental health have a staggering cost to the global economy — $1 trillion a year.

It's equally important to explain to managers and executives the benefits of making mental health a priority. Nearly 60% of employees believe that managers who prioritize mental health improve engagement and retention. Make leadership understand that employers who retain their workers amidst a mental health-driven exodus will be those who take a proactive approach to mental health support.

Help leadership clearly communicate that mental health is a priority within the company. Employees are reportedly concerned about being perceived as vulnerable, and believe they may be putting their careers at risk if they discuss mental health struggles with employers. Leadership can put such fears to rest by showing awareness, compassion, and openness towards mental health. To start, ask managers and executives to:

• Support employees in coming forth with their worries, anxieties, and struggles during 1:1 meetings.
• Actively participate in mental health training and promote it to direct reports.
• Offer employee benefits that strongly support mental health, including manageable workload, PTO for mental health, subsidized therapy, and regular check-ins with managers.

Leadership buy-in is the foundation for any meaningful cultural change within a company. Once managers and executives are on board with prioritizing mental health, the groundwork is laid out for a workplace that acknowledges employees' needs.

Offer Mental Health Training

Implement webinars and workshops on the topic of mental health as a proactive approach to promote productivity and prevent employee churn.

Mental health training can take many forms, so you should directly survey employees and managers to understand what they prefer and can benefit the most from. These preferences will help you decide whether to hold weekly, monthly, or quarterly sessions, in person, online or both.

Through training, employees can learn about stress reduction and mindfulness techniques, which help prevent burnout. Managers, on the other hand, will be armed with the necessary knowledge to help team members who are struggling, making them feel supported. Workers who feel supported by their employers are "over 5x as likely to say they trust their company" and "over 3x as likely to be proud to work [there]" — both great indicators of long-term employee retention.

Encourage Conversations About Mental Health at Work

Open conversations about mental health help break the taboo that often characterizes the topic. Instead of a culture that promotes a "hush-hush" approach to mental health conversations, thrust employees into a safe space that openly discusses the subject and actively works to normalize it.

Encourage employees and managers to openly use the term "mental health" by setting the example. Integrate the words into training sessions, company newsletters, and meeting agendas, to help break the stigma. Incorporating it into day-to-day conversations further reassures employees that the company acknowledges the importance of mental health in the workplace.