While 73% of benefits executives believe their company has gained more support in the mental health field, only half of managers and supervisors agree. questionnaire shows. About 40% of employees do not believe or are unsure whether their company promotes a mentally healthy workplace.
The 2023 State of Workforce Mental Health, published Tuesday, was conducted by Lyra Health, a provider of workplace mental health benefits. The company received responses from more than 2,500 employees and 250 executives on employee benefits.
“Our research data suggests that there is a disconnect between employees and employers in terms of perceptions of support… The most successful organizations in 2023 will be those that take the time to better understand their people’s mental health and related work experience needs, and the resources offer to tackle them,” says Dr. Joe Grasso, senior director of workforce transformation at Lyra Health.
While it’s been proven that employees struggle, managers and supervisors also feel the burden, Lyra found. About two-thirds of managers said their role has become more important and difficult than it was before the pandemic, but only 53% said they have the resources and training they need to create a supportive work environment. About 58% of employees said their manager would benefit from staff mental health training.
“We have always known that managers have a responsibility to motivate teams, meet goals and nurture culture, but now more than ever we see them playing an important role in supporting employee mental health,” said Grasso.
Managers’ lack of resources has an effect on their own mental health: 64% said their mental health has had an impact on their ability to work, compared to 57% of non-managers. As a result, one in three managers is considering quitting their job in the coming year, compared to one in five non-managers.
Nearly 90% of employees said they had had at least one mental health concern in the past year, and nearly 50% discussed the issue at work. In most cases, this required discussing these issues with their manager, which revealed a need for mental health management support. Yet only 33% of workers said they received help for their mental health at the time.
There are ways employers can adapt based on these findings, Grasso said.
“Actions to protect the mental health of managers and supervisors must be driven at the organizational level and in collaboration between executives, HR and managers,” he stated. “Employers need to recognize the mental health needs of the individual, as well as the work-related psychosocial risks for teams, to understand how best to support them. Thoughtful work design through things like improved role clarity, greater control over work, and greater recognition and appreciation for team members can support a culture of mental well-being and also help ensure healthier, more engaged, and more productive teams.”
Grasso added that there are ways managers can “protect themselves and their employees” as the company makes changes on a larger scale. This includes promoting mental health literacy and asking HR leaders for resources.
“We want to encourage managers to gauge how employees are feeling, by reducing stigma around mental health, increasing opportunities for a better work-life balance and empowering managers with resources and training that teach how to manage psychosocial risks. can reduce. through sound work design, as well as promoting psychological safety and emotionally intelligent management,” he said.
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