Boosting Productivity and Happiness: How Managers Can Support Employees’ Mental Health

Discover strategies to boost productivity, happiness and support employees' mental health in today's fast-paced work environment.

Anxiety is a result of uncertainty, and in today’s world, uncertainty is prevalent. The increase in Covid-19 cases, debates about resuming economic and business activities, ongoing protests, and the economic consequences of the pandemic have left us unsure of what the future holds. This uncertainty is affecting our mental well-being, both in our personal lives and at work. In today’s fast-paced and high-stress work environment, supporting employees’ mental health is essential for both their well-being and overall productivity. Happy and mentally healthy employees are more engaged, focused, and motivated to perform at their best. As a manager, it is crucial to create a supportive and inclusive workplace culture that prioritizes mental health. In this article, we explore practical strategies that managers can implement to boost productivity and happiness by supporting employees’ mental health. By adopting these approaches, you can create a positive work environment that benefits both your team and your organization’s success.

The emphasis on workplace mental health by numerous companies had grown before the pandemic, often due to employee demands. However, in light of current circumstances, these efforts have become even more crucial.

During the next few months and years, leaders may witness their employees encountering difficulties with anxiety, depression, burnout, trauma, and PTSD as they navigate through various changes. These mental health challenges will vary depending on factors such as race, economic status, citizenship, job role, parental and caregiving responsibilities, and other variables. In light of these new stressors, safety concerns, and economic disruptions, what steps can managers and leaders take to assist their employees? Here is our guidance to boost happiness and productivity.

Boosting Happiness and Productivity

Boosting productivity and happiness among employees is crucial for the success of any organization. Managers play a crucial role in supporting their employees’ mental health, which in turn contributes to increased productivity and overall job satisfaction. One way managers can support employees’ mental health is by promoting a healthy work-life balance. Encouraging employees to take regular breaks and ensuring that they are not overwhelmed with excessive workloads can help prevent burnout and improve their overall well-being. Managers can also provide resources and support for stress management, such as offering access to counseling services or organizing workshops on mindfulness and relaxation techniques.

Another way managers can support employees’ mental health is by fostering a positive and inclusive work environment. This includes promoting open communication, recognizing and valuing employees’ contributions, and encouraging teamwork and collaboration. When employees feel valued and supported, they are more likely to be motivated and engaged in their work, leading to higher productivity levels. Managers can also provide opportunities for professional growth and development, such as training programs or mentorship initiatives, which can boost employees’ confidence and job satisfaction.

Furthermore, managers should prioritize regular check-ins with their employees to assess their well-being and address any issues or concerns. This can be done through one-on-one meetings or team discussions, where employees can openly express their needs or challenges. By actively listening and providing necessary support, managers can create a safe space for employees to share their thoughts and feelings, ultimately improving their mental health and job performance.

How Can Managers Take Action to Boost Happiness and Productivity?

In times of uncertainty, a manager’s responsibility remains constant – to provide support for their team. This includes prioritizing the well-being of their team members. The positive aspect is that the resources needed to fulfill this responsibility are similar to those that contribute to being a successful manager.

Allow yourself to be vulnerable

The pandemic has brought about a positive aspect of normalizing mental health struggles. Almost everyone has faced some level of discomfort, and this shared experience can lead to a decrease in stigma, but only if individuals in positions of power are open about their own mental health challenges. By being transparent about their struggles, leaders create a safe space for employees to feel at ease discussing their own mental health challenges.

Individuals who are currently working remotely have been forced to be open about their personal lives, whether their children have disrupted their virtual meetings or their colleagues have caught glimpses of their living spaces. When supervisors discuss their struggles, whether they pertain to mental well-being or not, it showcases their humanity, relatability, and courage. According to previous studies, genuine leadership can foster confidence and enhance employee commitment and productivity.

Promote healthy habits

Instead of merely stating your support for mental health, demonstrate it by creating an environment where team members feel comfortable prioritizing self-care and establishing boundaries. Too often, managers are too preoccupied with their team’s well-being and completing tasks that they neglect their own well-being. Let your team know that you are taking breaks during the day, attending therapy sessions, or prioritizing personal time (and actually disconnecting from work emails) to avoid burning out.

Foster a culture of connectivity by implementing check-ins

Regularly communicating with your direct reports has become increasingly crucial, especially in light of current circumstances. While it was already recognized as important, it was not always fully utilized before the pandemic. With a large portion of the workforce now remote, it can be even more challenging to identify when someone is facing difficulties.

Instead of a basic inquiry of “How are you?”, try asking targeted questions about what kind of assistance would be beneficial. Allow time for a comprehensive response and actively listen, while also promoting the opportunity for questions and addressing concerns. However, it is important to avoid becoming too controlling, as this could indicate a lack of trust or a desire to micromanage.

When an individual opens up about their struggles, it may not always be easy to find the right words or actions to offer. The main priority is to create a safe environment where team members can express their true feelings, and to show empathy. It is understandable if they do not wish to divulge too much information. The key is to let them know that they have the option to do so.

Embrace flexibility and promote inclusivity

Be prepared for the fact that the circumstances, the requirements of your team, and your personal needs may evolve over time. Make sure to regularly check in, especially during times of transition. This will enable you to address any problems that arise, but only if you are aware of what is going on. These discussions will also provide a chance to reinforce the standards and approaches that promote mental well-being. Inclusive flexibility involves actively communicating and establishing norms that allow individuals to establish and maintain necessary boundaries.

It is important not to assume that your direct reports have the same needs all the time. Instead, take a tailored approach to addressing sources of stress, such as difficulties with childcare or feeling the pressure to work constantly. Be proactive in offering flexibility and aim to be as understanding and practical as possible. Being accommodating does not mean compromising on standards. Embracing flexibility can support your team in navigating the ongoing uncertainty.

Encourage team members to exhibit patience and empathy towards each other as they navigate through these changes. Have faith in them and assume positive intentions. Your colleagues are counting on you and will not forget how you treated them during this extraordinary period.

Don’t underestimate the importance of effective communication

It is important to inform your team about the available mental health resources and encourage their utilization. It is important to continuously remind and promote these resources. It is also important to understand that shame and stigma can discourage employees from seeking treatment through their mental health benefits. To overcome this, it is crucial to normalize and promote the use of such services.

While managers will play a crucial role in addressing mental health concerns, it is also the responsibility of the highest-ranking leaders within the company to take appropriate action.

Other Actions Organizational Leaders Can Take to Boost Happiness and Productivity?

According to research, mental health issues are prevalent among both high-level executives and regular employees. To promote a healthy work environment, it is crucial for leaders to openly discuss their own struggles and set an example of positive behavior. In addition, here are some other ways that leaders can help normalize and provide support for mental health in the workplace.

Allocate resources towards training and development

In these challenging times, it is crucial to prioritize proactive and preventative mental health training for all levels of employees, including leaders, managers, and individual contributors. With a growing number of employees facing mental health challenges, it is essential to dispel common misconceptions, reduce stigma, and develop the necessary skills for effective discussions about mental health in the workplace. If there are limitations in the training budget, forming a mental health employee resource group is a cost-effective approach to increasing awareness, fostering a sense of community, and providing peer support.

Altering Policies and Procedures

To alleviate stress for everyone, it is important to be understanding and adaptable when updating policies and procedures in response to the pandemic and social unrest. This may involve reassessing rules and norms related to flexible work hours, paid time off, communication methods, and leave policies, for example. Instead of viewing performance reviews as strict evaluations, consider reframing them as opportunities for compassionate feedback and growth. When making adjustments, make it clear that the goal is to support the mental well-being of employees.

Quantify

Implementing accountability does not have to be a complex process. It can be achieved through a straightforward pulse survey that is regularly conducted to gauge the current and long-term well-being of individuals. This direct feedback from employees has influenced the development of new initiatives, such as providing remote management training for managers, improving support for employee health and well-being, and offering more flexible work arrangements and time off options.

In conclusion, managers have a crucial role in supporting their employees’ mental health, which directly impacts productivity and happiness in the workplace. By promoting a healthy work-life balance, creating a positive work environment, and providing resources for stress management, managers can boost employee well-being and job satisfaction. Regular check-ins with employees also allow managers to address any issues or concerns promptly. Overall, a supportive managerial approach towards mental health is essential for achieving long-term success and creating a thriving workplace culture.

Take the first step towards supporting your Employees’ Mental Health. Contact Us –  WHS and Training Compliance Solutions for your next Mental Health First Aid Training. Let’s create a safe space together!

Access Mental Health Awareness Books from Amazon: Mental Health Books

Share on Facebook
Share on Twitter
Share on Pinterest
Share on WhatsApp
Related posts