Supporting Employee Mental Health: A Business Imperative

There is no avoiding that employee mental health disorders are among the most burdensome health concerns for employers. This is especially true in the high-stress restaurant & hospitality industry, where workers often face many small pressures across all aspects of life that can quickly stack up into a crisis. Let’s talk about why this matters and what employers can do to strengthen their people to strengthen their businesses.

Why Employee Mental Health Matters:

• Impact on Performance: Poor mental health and stress can negatively affect employee job performance and productivity, engagement with work, communication with co-workers, and daily functioning.
• Prevalence of Mental Health Issues: Nearly one in five US adults live with a mental illness, and it’s likely that this rate is higher within our industry (Centers for Disease Control and Prevention, July 2018).
• Inadequate Support: It’s impossible for workers to “check” their mental health issues at the back door, and our managers are often underprepared to support them through these challenges.
• Moral Obligation: Work is a relationship, and relationships are a place to heal. We have a moral obligation to do as much as we can for the Americans who are a part of our workforce.

Did You Know:

• Workplace stress has been reported to cause 120,000 deaths in the US each year (Goh, Pfeffer, & Zenios, 2015).
• More than 85% of employees surveyed in 2021 by the American Psychological Association reported that actions from their employer would help their mental health.
• The World Health Organization estimates that for every dollar U.S. employers spend treating common mental health issues, they receive a return of $4 in improved health and productivity.

What Can You Do:

Employers can make a significant difference in helping their staff manage stress. Here are some key actions we can take (and help our managers implement at the unit level):

• Acknowledge Emotional Loads: Be aware and acknowledge that people can carry an emotional load unique to their own circumstances. They may be experiencing heightened levels of loneliness, isolation, uncertainty, grief, and stress. Additional demands may also be present, such as caring for children or elderly household members, and existing mental health or substance use challenges.
• Identify and Adjust Stress Factors: Identify factors that are making it harder for workers to get their jobs done and determine if adjustments can be made.
• Show Empathy: Ensure workers know that 1) they are not alone, 2) their employer understands the stress they are under, 3) there is no shame in feeling anxious, and 4) asking for help is important. Create a safe and trustworthy space for open discussions about work stress.
• Provide Access to Resources: Offer access to coping and resiliency resources, workplace and leave flexibilities without penalty, or other supportive networks and services. Research from the American Psychological Association suggests that a lack of paid time off or sick leave has a negative impact on stress levels at work.

Check out this example of bartaco partnering with headspace to support their employee mental health and wellness: 

A Unique Approach: Offering Care Coaches

Helping employees with mental health issues is a big ask of managers who are likely understaffed, overwhelmed, and unprepared to help workers care outside of work stressors. One of our clients engages the Corporate Chaplains of America to provide chaplains or care counselors to employees, shifting the burden of support to a trained professional. Corporate Chaplains of America has a non-secular affiliate named LEAPCare.

The Corporate Chaplains or Care Counselors provide a stabilizing force to support your employees and managers using a 4×4 philosophy: 4 key barriers addressed in a 4-point approach.

1. Connection: Leveraging the impact of initial impressions, they set the tone for the relationship with an onsite orientation to introduce your Corporate Chaplain or Care Counselor to your team, highlighting the benefits available to them.
2. Availability: Access to your Corporate Chaplain or Care Counselor is pivotal for building trust. Weekly onsite visits offer individuals voluntary and confidential meetings, strengthening the bond between your team and the chaplain or counselor.
3. Engagement: Creating a culture of care starts with relational connections. One-on-one care sessions, both onsite and offsite, create a safe space to listen and support employees, empowering them to invite their chaplain or counselor to engage in their lives beneficially.
4. Dependability: They provide uninterrupted, 24/7 access to chaplains through a unique 800 number and a comprehensive app with resources. This access helps employees navigate the unpredictable.

No matter what you do, it’s important to do something to better your people to better your business. What can you commit to today?

References & Resources

OSHA Mental Health Make Work Better
Mental Health America: Resources for Employers
World Health Organization’s Mental Health and Substance Use Resources
CDC Mental Health in the Workplace Fact Sheet
APA’s Work and Well-Being Survey Results

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