9 Ways to Cultivate a Culture of Support

In a world that feels increasingly polarized, stressful, and fast-paced, HR leaders must recognize the critical impact of work on employee mental health and how companies can respond — with a workplace culture of support to bridge the gaps in addressing America’s mental health needs — to improve the well-being of their people and their business.

Consider that a recent SHRM study reveals that:

• Nearly 45% of employees are experiencing job burnout, and
• 33% report work-related stress because of heavy workloads, inadequate compensation and insufficient staffing.

Research shows these stressors negatively impact performance. The study found that only 40% of employees who feel burned out exceed expectations in their roles, starkly contrasting the 56% performance rate among those who don’t report burnout.

Other studies underscore the tangible benefits of prioritizing mental health in the workplace. In 2023, an American Psychological Association survey highlighted that workers in environments that support mental health are more likely to report job satisfaction, demonstrate higher productivity levels, and have fewer absences.

Need for a Workplace Culture of Support

At the same time, workplace stress and burnout are just one piece of the larger picture of a fragmented safety net of mental health care.

The National Alliance on Mental Illness reports that one in five U.S. adults experiences mental illness annually. Yet, only half receive treatment, and there’s an average delay of 11 years between the onset of symptoms and receiving care. These facts speak loudly to the pressing need for supportive workplace cultures to bridge the gaps in addressing America’s mental health needs.

Daroon Jalil, Ph.D., a senior SHRM researcher specializing in organizational psychology, calls on HR leaders to proactively address mental health concerns. Such a proactive approach positions mental health care at the forefront of organizational priorities.

This can prevent workplace stressors and other sources of mental health distress from escalating into more severe issues and, in turn, reduce absenteeism, presenteeism and turnover while improving performance, employee engagement and employee experience.

A meaningful and effective work culture must go beyond implementing policies. The pathway requires a collective effort at all organizational levels. By integrating mental health into the essence of company values, businesses can cultivate an environment of support and understanding. This ethos not only uplifts individuals who might be struggling but also strengthens the overall resilience and productivity of the organization. Leaders can inspire a much-needed change in workplace mental health by demonstrating empathy and authority on this subject.

Mitigating Mental Health Issues

Obviously, there is no one-size-fits-all solution to help mitigate or prevent mental health challenges. Employees are in different life stages, and the support they need to mitigate and prevent a wide range of mental health distress is similarly broad.

However, there are proven strategies for developing a supportive workplace culture to improve and sustain employee mental well-being. Here is a closer look at nine such strategies.

1. Destigmatize, Diversify Mental Support

Initiatives must go beyond basic awareness to actively promote employee use of mental health resources and make varied support options available. This could include employee assistance programs (EAP), access to mental health counselors, offering flexible work arrangements for those managing mental health challenges, and Lifestyle Spending Accounts (LSA).

2. Foster Open Communication

Encouraging open dialogue on mental health can help break down barriers and reduce stigma. Employers can do this by providing anonymous feedback channels, employee resource groups (ERG), hosting workshops or training sessions on mental health awareness, and incorporating what they hear into mental well-being initiatives and programs.

3. Recognize, Reward Health Behaviors

Companies that encourage and recognize efforts by employees to maintain their mental health can reinforce positive behaviors in the same way they recognize and reward job performance. Incentives that can help create a supportive culture around mental health include incentives for participating in wellness programs, promoting work-life balance by discouraging after-hours work communication, and recognizing and rewarding employees who prioritize self-care.

4. Promote a Healthy Work-Life Balance

In today’s always-on world, HR leaders must advocate for boundaries between employees’ personal and professional lives to support their mental well-being. One strategy is to ensure managers set realistic expectations on workloads and deadlines and communicate these expectations. This can alleviate workplace stress that stems from uncertainty about job expectations. Flexible work options are another path to better work-life balance.

5. Build Strong Connections

Promoting strong interpersonal connections among employees can offer a network of informal support. This could include organizing team-building activities, forming ERGs and support groups for employees with similar experiences, and promoting mentorship programs to foster positive relationships within the workplace.

6. Empower Employees

Employers should empower their workforce by providing resources and tools to manage their mental health. This could include offering access to self-help resources or training on stress management techniques. Offering an LSA can help bridge the gap in mental health care, especially if it is designed for flexible, personal, and individually focused benefit options.

7. Help Employees Recharge, Refocus

Encouraging regular breaks and downtime can prevent burnout and promote sustained productivity and mental resilience. This could include implementing flexible work schedules, providing designated quiet spaces for employees to recharge, and encouraging the use of vacation time.

8. Provide Avenues to Professional Help

Providing access to professional mental health resources and support helps remove the stigma of mental health and gives employees a clear path to help on their terms. Strategies include offering an EAP and partnering with local mental health organizations to provide counseling services. A good tool is also an LSA providing professional mental health care reimbursement.

9. Ensure Leadership Sets the Example

To establish a culture that meaningfully supports mental health care, leaders must lead by example and prioritize their mental well-being. This also requires honoring employees’ boundaries. By practicing what they preach, leaders can create a culture that values mental health and encourages employees to do the same.

Companies that have embraced these strategies report higher employee satisfaction and gain a competitive edge in attracting and retaining top talent. It’s becoming increasingly clear that mental health support isn’t just an HR policy but a strategic business imperative.