Leaders, it’s time to be honest about your Mental Health at work—Here’s how

As World Mental Health Day is almost here, we’re reminded of the vital role mental health education and advocacy play in our lives. Since its inception in 1992 by the World Federation for Mental Health, this day has focused on breaking down the stigma surrounding mental health challenges. Given the increasing concerns about mental health in the workplace, this year's observance carries even greater weight.

Mental Health in Australia and New Zealand

The mental health statistics in Australia are eye-opening. According to the Australian Bureau of Statistics (ABS), nearly 45% of Australians aged 16-85 will face a mental health condition at some point in their lives. The repercussions of ignoring these issues in workplaces are alarming, costing the economy around $10.9 billion annually. This includes $4.7 billion from absenteeism, $6.1 billion due to presenteeism (when employees are present but not fully engaged), and $146 million in compensation claims.

The impact of a toxic work environment can significantly harm employee behaviour and productivity. Notably, 21% of Australians took time off work last year due to stress, anxiety, or depression, and this number soars to 46% among those who view their workplace as unhealthy. Employees in such settings often hesitate to share their struggles or seek support from HR.

Despite a collective acknowledgment of the need for mental health support, a significant gap persists. While 75% of employees believe that workplaces should provide mental health resources, 35% feel unaware of available support or lack access to it. This disconnect underscores the urgent need for leaders to actively promote a mentally healthy workplace culture.

In New Zealand, a study of 1,409 workers from 25 organizations found that over a quarter of respondents reported feeling depressed, with half acknowledging that it impacted both their work and personal lives. Additionally, those experiencing high levels of psychological distress took up to 3.5 times more sick leave compared to their less-stressed counterparts. 

The OECD report on mental health in New Zealand highlighted strong awareness and policies but also pointed out structural shortcomings that hinder timely access to health and employment services. An insurance survey revealed that 62% of workers aged 18-44 consider mental health support from their employer essential when deciding to remain with a company. Furthermore, the 2019/20 New Zealand Health Survey indicated a rise in psychological distress within the population, emphasizing the urgent need for action.

The Heavy toll on leaders

Leaders are not just at the helm; they are also grappling with their own mental health challenges. Often bearing the weight of immense pressure, many leaders find themselves facing significant stress and burnout. A survey from leadership consulting firm DDI and HR analyst Josh Bersin highlights a worrying trend: leaders are experiencing unprecedented burnout rates and are four times more likely to leave their roles due to mental health concerns. This reality emphasizes the importance of leaders being transparent about their struggles and sharing their experiences with their teams.

Research from the American Psychological Association (APA) indicates that 59% of employees feel that work-related stress negatively impacts their well-being, while 87% believe their employers could do more to support mental health. Yet, many leaders shy away from these conversations due to stigma and a lack of information, which hinders their ability to offer the necessary support to their teams.

The consequences of inadequate mental health support are far-reaching. Globally, depression and anxiety lead to a staggering loss of 12 billion working days each year. When leaders struggle with their mental health, it can diminish their effectiveness, erode team morale, and ultimately disrupt the entire organization.

While leaders may not have control over every aspect of their employees' lives, they can take proactive steps to support their own mental well-being and that of their teams. It's important for leaders to cultivate a fundamental understanding of mental health and recognize the impact of workplace culture on overall well-being. 

Toxic work environments, characterized by bullying and disrespect, can severely affect everyone, including those in leadership positions, leading to issues such as insomnia and increased stress. Acknowledging these challenges is essential for creating a healthier workplace for everyone involved.

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How can leaders foster honesty and support

Creating a supportive environment starts with leaders being transparent about their mental health. Here are some effective strategies to achieve this:

1. Share Personal Experiences:

• Be Transparent: Open up about your own mental health challenges, such as stress or burnout. Sharing these experiences helps destigmatize mental health issues and reassures employees they’re not alone.
• Use Real Stories: Relating personal anecdotes can make discussions more relatable. Share what led to your challenges and how you navigated them to encourage others to seek help.

2. Create Open Communication Channels:

• Encourage Dialogue: Foster a culture where employees feel comfortable discussing mental health. Regular check-ins, town hall meetings, and informal gatherings can facilitate this.
• Listen Actively: When employees share their concerns, listen without judgment. This builds trust and encourages more open conversations.

3. Normalize Mental Health Discussions:

• Integrate Mental Health Conversations: Make mental health a regular topic in team meetings, treating it with the same importance as project updates.
• Promote Mental Health Days: If you take mental health days, communicate this openly. It signals that prioritizing mental well-being is not only acceptable but encouraged.

4. Promote Resources and Support:

• Share Available Resources: Inform teams about mental health resources, such as employee assistance programs and counseling services. Making these known reduces barriers to access.
• Encourage Benefit Utilization: Actively promote wellness benefits, reinforcing the message that mental health is a priority.

5. Be a Role Model:

• Demonstrate Healthy Practices: Model self-care behaviors like taking breaks and setting boundaries.
• Acknowledge Your Limits: Show vulnerability by admitting when you need help or time off, highlighting that it’s okay to seek support.

6. Train and Educate Teams:

• Provide Mental Health Training: Offer training for employees on recognizing mental health issues and how to support one another.
• Invite Experts: Bring in mental health professionals to discuss the importance of mental health and share stress management strategies.

7. Foster a Supportive Culture:

• Build Trust: Create an environment where employees feel safe expressing concerns without fear of judgment. Trust is essential for open discussions about mental health.
• Encourage Peer Support: Promote initiatives where employees support each other in their mental health journeys, reinforcing a culture of care.

8. Regularly Check In on Well-Being:

• Conduct Surveys: Regularly assess employee mental health and well-being. This shows that the organization values their mental health.
• Follow Up: After discussing mental health topics, reach out to team members to see how they’re doing and if they need additional support.