Mental health and well-being have become topics of increased focus in workplaces, from both employee and management perspectives. An employee may wonder, “Does my job contribute positively or negatively to my mental well-being? Do I feel comfortable sharing my concerns or challenges with my supervisor?” 

Managers may ask themselves, “Is my team performing at its best? Are our policies impacting their mental well-being? As much as we focus on the safety and physical health of our employees, does our company offer an environment of support and understanding for mental health?” 

If the answer to any of these questions is “no,” it’s time to ask why not and what can be done about it. 

According to a 2022 Mental Health America Mind the Workplace report, 78% of workers agree that workplace stress affects their mental health, and seven in 10 workers find it difficult to concentrate at work. In an average week in the United States, five million people miss work due to stress and an estimated four million workdays are lost due to depression. 

Stigmatizing attitudes about mental health and their role in the workplace often lead to poor performance, absence, difficulty with retention and staff feeling disconnected from their work and colleagues. This can be interrupted and shifted through intentional focus on mental health and well-being. By prioritizing mental wellness, employers often see improvements in productivity, attendance, employee health, reduced healthcare costs, ability to attract and retain talent, morale, relationships among co-workers and reduced stress levels.

Reducing stigma and increasing education around mental health are good for the bottom line.

What is stigma?

Stigma refers to any negative attitude, prejudice or false belief associated with specific traits, circumstances or health symptoms. Mental health stigma in the workplace can prevent employees from seeking the help they need due to the fear of being judged, ostracized or even facing career consequences for disclosing mental health struggles.

Stigma impacts a business by stifling vulnerability, which can lead to discouraging creativity. Creativity is essential to customer service, problem solving and contributing to the growth of a business. If an employee has an idea that can make a process more efficient or create a better experience for the customer, they may be fearful of bringing it to management if there is not an environment where people feel they can be heard. 

The loss of good business practices is one effect; the loss of good people is another. A recent Gallup poll found that one in every four U.S. workers rates their mental health as fair or poor, costing $47.6 billion in unplanned absences from work each year. 

From stigma to support

Creating a culture of well-being comes by moving away from stigma and showing employees their workplace is one of support. There are a few ways to begin this process:

Evaluate your own stigma. What is my judgment of myself? Of others? Often, they’re very similar. 

Be vulnerable. Allow yourself to be seen. When you lead with vulnerability, it welcomes others to be open and vulnerable with you.

Be authentic. When you are authentic, it gives permission for others to be authentic, too. That is the birthplace of trust. 

Switch from judgment to learning. Follow the Ted Lasso rule: be curious, not judgmental! Rather than reaction and judgment, try to understand why a person is behaving or a situation is unfolding in a particular way. That can help address the cause in the moment and for the future.

Recognize what is happening outside of work. Home life impacts work performance.

Make sure the team is aware of the resources offered. If you have an employee assistance program, consistently share with employees what is available and ensure they are comfortable accessing the support you provide.

Prioritize learning about mental health and well-being. Ensure every portion of your workplace training includes a piece about mental health and well-being and how it can positively impact one’s work.

It’s important to recognize that in the wholesale distribution industry, much of what impacts business can be out of an owner’s or manager’s control: market trends, public reviews, client performance and economic turmoil, to name a few. While individuals cannot control what happens with these influences, everyone must be prepared for how we react to them, and how we react to others. This is a contributor to stress at all levels of a company, passed down from each one to the next. 

What is stress?

Stress is defined as physical, mental or emotional responses to events that create tension. Everyone experiences stress. Stressors in the workplace include deadlines, workplace conflict, work capacity, organizational changes, VUCA (volatility, uncertainty, complexity, ambiguity), difficult conversations, job security, commuting, caregiving, imposter syndrome and illness/pain. 

Most people understand how stress can impact physical health and lead to high blood pressure, heart disease, stroke, diabetes, obesity, headache, digestive issues, and other issues. How does stress impact mental health? 

Here are some signs to watch for:

Difficulty focusing, remembering, or completing projects;

Decreased efficiency levels;

Difficulty with interpersonal relationships;

Not being fully engaged;

Withdrawing and isolating;

Unhealthy reactions and boundaries in the workplace.

To combat the effects of stress, identify helpful stress relievers that can be used to manage it to a level where the impact on mental health is insignificant. Make a point to avoid harmful activities, which can lead to greater problems in the long run. 

In the workplace, encourage scheduled time for positive stress-relief breaks. Employees will come to understand and appreciate that their health and well-being are a priority to the overall company performance.

When it becomes more than stress

While everyone experiences stress, some people need greater support due to anxiety or depression. Nearly one-in-five U.S. adults have had an anxiety disorder in the past year, and more than one-third of Americans will have an anxiety disorder at some point in their lives. 

Symptoms can be physical (muscle tension, racing heart, chest pain/tightness, sweating, changes in sleep or diet) or emotional (worry or restlessness, invasive negative thoughts, self-doubt, panic, irritability). When anxiety persists for six or more months and interferes with daily life, it can be a diagnosable condition. 

Depression is defined as a feeling of sadness, despair and loneliness. When these symptoms are present every day for two weeks or more and interfere with daily life, it’s time to seek help. More than 20 million people in the United States live with depression; untreated anxiety can lead to depression. 

Much like anxiety, symptoms can be both physical and emotional. Signs to look for include headaches and a general feeling of heaviness, black and white thinking, thoughts of death or dying, changes to sleep/activity levels/hygiene, avoiding people/activities/work, inability to complete tasks.

Both of these mental health conditions are treatable; help is available, but only about 27% of people with these conditions will seek help. Barriers include stigma, shame and lack of access or knowledge to resources. 

Creating a stigma-free culture of understanding and well-being in the workplace can give employees in need of help the comfort and confidence to ask for it and know the response will be one of compassion and support, reinforcing their value to the company.

Provide and share resources

Every workplace has the capability to prioritize the mental health and well-being of its employees. There are many in-person and virtual mental health education programs that can be incorporated into regular, ongoing training. 

Much of this article was based on the program “Mindsets: Your Well-Being at Work,” developed by Minding Your Mind (www.mindingyourmind.org). The complete presentation is available to bring to any workplace, either virtually or in person. 

Mental Health America (www.mhanational.org) has a free, downloadable Workplace Mental Health Toolkit that includes fact sheets, printable resources, checklists, drop-in articles, and more. The 988 National Suicide & Crisis Lifeline provides immediate, one-on-one assistance 24/7; dial or text 988 to begin a conversation. 

Maura Wheeler is the director of communications and public relations for Minding Your Mind, a nonprofit organization that provides mental health education and suicide prevention training in schools, communities and workplaces nationwide. Previously, she spent 18 years in the PHCP industry with the American Supply Association and Affiliated Distributors.