Leveraging Employee Mental Health & Wellness Programs for a Better Workplace

Leveraging Employee Mental Health & Wellness Programs for a Better Workplace

Employee mental health and wellness programs have recently gained significant attention due to the COVID-19 pandemic. This heightened focus on mental health, and well-being is crucial for individual employees and how organizations perceive themselves and their workforce. In this assignment, we will explore the advantages of establishing such programs from both employer’s and employee’s perspectives. Additionally, we will discuss how organizations can measure the effectiveness of their mental health and wellness programs from a return-on-investment (ROI) standpoint.

Advantages of Establishing an Employee Mental Health & Wellness Program from an Employer’s Perspective:

Employers benefit from implementing mental health and wellness programs in several ways. Firstly, these programs can help reduce Absenteeism and presenteeism, as mentally and emotionally healthy employees are more likely to be engaged and productive. Research shows that organizations with adequate mental health initiatives have lower rates of Absenteeism and higher levels of employee engagement (Butterworth et al., 2016). For example, a study by Butterworth et al. (2016) found that employees who reported having an excellent psychosocial quality of work were less likely to take sick leave and were more engaged.

Secondly, investing in employee mental health and wellness programs can lead to improved retention rates. When organizations prioritize their employees’ well-being, it fosters a positive work environment and demonstrates a commitment to employee satisfaction. This, in turn, enhances employee loyalty and reduces turnover (Kessler et al., 2019). Kessler et al. (2019) conducted a study using the World Health Organization Health and Work Performance Questionnaire (HPQ) and found that perceived organizational support and job satisfaction were positively associated with employee retention.

Finally, establishing mental health and wellness programs can contribute to a positive employer brand image. Organizations that prioritize the well-being of their employees are seen as socially responsible and caring. This can attract top talent and enhance the organization’s reputation in the industry (Reavley et al., 2018). According to Reavley et al. (2018), creating guidelines to support employees returning to work after a mental health episode is a proactive approach that demonstrates an organization’s commitment to employee well-being and can positively impact its brand image.

Advantages of Utilizing a Comprehensive, Confidential Mental Health and Wellness Program from an Employee’s Perspective:

Employees greatly benefit from having access to comprehensive and confidential mental health and wellness programs. These programs promote a proactive approach to mental health, enabling early detection and prevention of potential issues. Some advantages for employees include:

a. Increased self-awareness and self-management: Through workshops, coaching, and online resources, employees can develop skills to recognize and address early signs of mental health challenges like stress, burnout, substance abuse, and financial problems. This empowers employees to take control of their well-being and seek support when needed (Chen et al., 2020). For example, Chen et al. (2020) found that work-family positive spillover and perceived employer support were positively associated with increased self-management and reduced work-family conflict.

b. Reduced stigma and improved help-seeking behaviour: Confidential programs create a safe and non-judgmental space for employees to seek assistance. By normalizing mental health discussions and providing resources, organizations can help break down barriers and reduce the stigma of seeking help. This encourages employees to proactively address their mental health concerns (Bailey et al., 2018). Bailey et al. (2018) emphasize the importance of psychologically healthy workplaces and suggest that organizations should take action to build a national standard for such workplaces.

c. Enhanced overall well-being and work-life balance: When employees have access to resources that promote mental health and well-being, they experience improvements in their overall quality of life. These programs can help individuals manage stress, maintain a healthy work-life balance, and build resilience, leading to greater job satisfaction and fulfilment (Lowe et al., 2018). Lowe et al. (2018) conducted a longitudinal study and found that psychosocial safety climate was positively associated with enhanced well-being and decreased workplace aggression.

Measuring the Effectiveness of a Confidential Employee Mental Health and Wellness Program from an ROI Perspective

To measure the effectiveness of a confidential employee mental health and wellness program, organizations can utilize various key performance indicators (KPIs). Here are three examples:

a. Employee engagement and satisfaction: Surveying employees’ perceptions of the program, engagement level, and overall happiness can provide valuable insights. Higher engagement and satisfaction levels indicate the program’s effectiveness in meeting employees’ mental health needs (Cullen et al., 2018). Cullen et al. (2018) found that employees’ adaptability and perceptions of change-related uncertainty were positively related to perceived organizational support, job satisfaction, and performance.

b. Absenteeism and productivity: Tracking absenteeism rates and productivity levels before and after implementing the program can help assess its impact. Decreased Absenteeism and increased productivity suggest that the program has positively influenced employee mental health and well-being (LaMontagne et al., 2014). LaMontagne et al. (2014) highlight the importance of developing an integrated intervention approach to workplace mental health and suggest that such programs can positively impact absenteeism rates.

c. Cost savings and ROI: Analyzing the program’s financial impact is crucial. Organizations can assess cost savings from reduced healthcare utilization, decreased turnover rates, and improved employee performance. Calculating the return on investment (ROI) helps demonstrate the program’s value to the organization (Harvey et al., 2018). Harvey et al. (2018) emphasize the need for mentally healthy workplaces and provide insights into developing a healthy workplace, which can result in cost savings and increased productivity.

Conclusion

Establishing employee mental health and wellness programs benefits both employers and employees. Employers gain advantages such as reduced Absenteeism, improved retention rates, and a positive employer brand image. Employees benefit from increased self-awareness, reduced stigma, and improved overall well-being. Measuring the effectiveness of these programs can be achieved through indicators such as employee engagement, Absenteeism, productivity, and ROI. By proactively addressing mental health concerns, organizations create a better workplace environment and support the holistic well-being of their workforce.

References

Bailey, T., Dollard, M. F., & Richards, P. A. (2018). A national standard for psychologically healthy workplaces: Building the action case, Journal of Occupational and Environmental Medicine, 60(3), 248-252.

Butterworth, P., Leach, L. S., Strazdins, L., Olesen, S. C., Rodgers, B., & Broom, D. H. (2016). The psychosocial quality of work determines whether employment benefits mental health: Results from a longitudinal national household panel survey. Occupational and Environmental Medicine, 73(11), 787-794.

Chen, V., Cheng, T. C. E., & Chen, C. (2020). Work-family enrichment and employees’ mental health: The roles of work-family positive spillover and perceived employer support, Journal of Occupational Health Psychology, 25 (5), 304-315.

Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2018). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance, Journal of Business and Psychology, 33(2), 163-177.

Harvey, S. B., Joyce, S., Modini, M., Christensen, H., & Mykletun, A. (2018). Developing a mentally healthy workplace: A literature review, Melbourne: beyond blue.

Kessler, R. C., Ames, M., Hymel, P. A., Loeppke, R., McKenas, D. K., Richling, D. E., … & Stang, P. E. (2019). Using the World Health Organization Health and Work Performance Questionnaire (HPQ) to evaluate the indirect workplace costs of illness, Journal of Occupational and Environmental Medicine, 61(6), e279-e287.

LaMontagne, A. D., Martin, A., Page, K. M., Reavley, N. J., Noblet, A. J., Milner, A. J., … Smith, P. M. (2014). Workplace mental health: Developing an integrated intervention approach, BMC Psychiatry, 14(1), 131.

Lowe, G., Green, K., Schellenberg, G., & Slaytor, E. (2018). Psychosocial safety climate as a precursor to workplace aggression and psychological health: A longitudinal study, Safety Science, 109, 251-258.

Reavley, N. J., Ross, A., Killackey, E., & Jorm, A. F. (2018). Development of guidelines to assist organizations in supporting employees returning to work after an episode of anxiety, depression, or a related disorder: A Delphi consensus study with Australian professionals and consumers, BMC Psychiatry, 18(1), 207.

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Stress in America: Leveraging Employee Mental Health & Wellness Programs for a Better Workplace

Although interest in employee mental health and wellness programs is not new, it has recently dominated the organizational landscape due to the COVID-19 pandemic. In fact, at no time in the last century has an interest in employee mental health and wellness programs been so significant, not just for employees as individuals but also about the lens through which we, as employees, see ourselves, along with our families, friends, and co-workers.

Leveraging Employee Mental Health & Wellness Programs for a Better Workplace

For this assignment, you are tasked with researching what changes employers are making to their employee benefit plan policies and programs to call attention to the need for employees to be proactive rather than reactive about mental health and wellness issues. To be successful with this assignment, you must answer the following questions.

1. From an employer’s perspective, what are the advantages of establishing an employee mental health & wellness program? Support your comments with specific research.

2. From an employee’s perspective, what are the advantages of utilizing a comprehensive,  confidential mental health and wellness program designed to be proactive in the early detection of potential problems related to mental health and wellbeing (examples: stress, burnout, substance abuse, financial issues, etc.).

3. From a return-on-investment (ROI) perspective, how might an organization measure the effectiveness of its confidential employee mental health  & wellness program? In this section, include three (3) or more key performance indicators (KPIs) that, in your opinion, could be used to determine program success.