BY NYASHA Ngara
Leading with Empathy: Management’s Crucial Role in Fostering Mental Health
How do companies promote mental health and emotional wellbeing in the workplace? We are often caught up in the bustling world of deadlines, meetings, and the perpetual hum of office spaces or the silence of home offices, our workplace is more than just a location – it’s a significant part of our lives. As a result, mental health is becoming a more and more significant concern. Employee mental health is becoming increasingly important for companies to prioritize, as it has a significant impact on productivity and general well-being. In addition to fostering a healthier workplace, recognizing and treating mental health concerns also increases employee engagement and productivity. My purpose in writing this article is to point out the importance of good management and communication around mental health. Companies do have an impact on the general mental health of their workers, but in my opinion, management should bear the greatest responsibility. This includes learning more about how to support employees’ mental health, which will lessen the need for absences from work and result in a healthier workforce overall.
The Human Element in Leadership: Beyond the Bottom Line
Understanding the Impact of Leadership:
At the heart of any organization lies its leadership, it is the driving force that not only directs the ship toward success but also molds the experiences of individuals within. A leader shapes the culture of the organization and affects the attitude, drive, and morale of their team members. A bad or inept leader can have a significant negative influence on staff members’ mental health and general wellbeing. In a study by The Workforce Institute at UKG, it highlights that 40% of employees are “often” or “always” stressed about work, but 38% say they “rarely” or “never” talk with their manager about their workload. These statistics paint a picture of what I have experienced personally. Having worked in a high pressure environment, I grappled with an overwhelming workload and stress. Despite my best efforts, I found it difficult to highlight the depth of my struggles to my manager, which had me frustrated and vulnerable in the face of mounting responsibilities. I feel this is a familiar situation for most but we continue to soldier on as we may be afraid to speak up or feel uncertain about the end result.
The Ripple Effect of Communication:
In any company, effective communication is essential to operations. Transparent, open dialogue between management and employees creates an environment where concerns can be voiced, solutions can be explored, and a sense of trust can flourish. For workers to feel empowered and supported to take care of their mental health, leaders and staff must communicate openly. Leaders should work to provide a space where people can express their ideas, opinions, and worries without worrying about being judged. However, many organizations struggle with creating a culture that promotes open communication and trust. Often, managers may unintentionally create an environment where employees feel unsafe to speak up. Studies refer to this as ‘psychological safety’, this term was originally coined in 1999 by Amy Edmondson, Professor of Leadership and Management at the Harvard Business School. She defined psychological safety as, “A belief that no one will be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that the team is safe for interpersonal risk-taking.” Leaders should create an environment where employees feel comfortable and safe in order to communicate in an open and honest manner expressing their thoughts and feelings.
The Importance of Good Management in Mental Health Support
- Reducing the Stigma: Leading by Example
Stigmas come from misguided views, misconceptions and stereotypes, as a manager or leader you can set the precedent if you openly discuss mental health creating an atmosphere that destigmatizes the conversation. By acknowledging your own challenges and normalizing discussions around mental health, leaders pave the way for a culture of empathy and understanding. Engage in open dialogues around mental health challenges, be mindful of what you say and how you say it and remove negative words or phrases in vocabulary and embody positive mental health language. For example, don’t suggest that depression, feeling low or anxiety is “just a phase” someone is going through.
- Proactive Management Strategies: Recognizing Warning Sign
The ability to recognize signs of stress or mental health challenges in team members is a valuable skill for managers. Proactively addressing these signs can prevent issues from escalating and foster a supportive work environment. Companies like Unilever have implemented training programs for managers to enhance their skills in recognizing and addressing mental health concerns among employees. The organization has implemented robust mental health support systems, including counseling services and mental health awareness campaigns
How Management Can Better Support Employee Mental Health
- Flexible Work Policies: Acknowledging Individual Needs
Recognizing that each employee is unique, with varying needs and circumstances, is vital. Implementing flexible work policies allows managers to tailor support to individual requirements, contributing to a workplace culture that prioritizes well-being. For example, offering flexible work hours, remote work options, or compressed workweeks can provide employees with the autonomy to manage their workloads in a way that suits them.
- Training for Mental Health Awareness: Equipping Managers
Education and awareness are critical factors in changing attitudes toward mental health. Providing managers with training on mental health awareness equips them with the knowledge and skills needed to support their teams effectively. Understanding the signs of stress, knowing how to have supportive conversations, and being aware of available resources are essential components. Companies like Deloitte have implemented mental health awareness training programs for their managers.They launched a mental health initiative “The Green Light to Talk” to reduce the stigma around mental health and encourage open conversations leading to increased awareness and reduced stigma.
In the famous words of Maya Angelou, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Let it be a resounding call to action – a collective commitment to compassionate leadership, open communication, and the creation of sanctuaries where mental health is not just discussed but actively championed. In this evolving narrative, may managers embrace their roles not only as leaders but as guardians of the emotional well-being of their teams. Let every conversation be a gentle reminder that vulnerability is not a weakness but a courageous step toward fostering an environment where psychological safety thrives. Together, as we embark on this compassionate journey, let us compose a workplace culture that not only applauds professional milestones but also celebrates the resilient spirit of every individual.
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