Crystal Williams, Chief Human Resources Officer at FLEETCOR.
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Originally attributed to U.S. Senator Paul Tsongas in 1983, many of us can relate to the statement, “I never heard a dying man say, ‘I wish I’d spent more time at the office.’”
Many of us were taught from an early age to work and be driven and climb the corporate ladder, buy a bigger house than the last, etc.—at least until retirement. But workaholism is unhealthy. Yes, the work we do is important, but so is spending time with family and friends, enjoying our hobbies, getting exercise, being outside and making free time to relax.
There’s nothing wrong with working hard or attaining monetary success, but success isn’t just linked to work or our bank accounts. Mental wellness matters, too. Employees who strike a healthy balance are usually happier, more productive and more successful because of their overall well-being.
The pandemic generated at least one silver lining: It brought to the forefront the need for mental health support, which went from a nicety to a business necessity. Today, companies should do what they can to support their employees holistically. As a human resources leader, you can help lead the charge.
When employees suffer, employers do, too.
In 2021, the National Institute of Mental Health reported more than 20% of Americans live with a mental illness, ranging in severity. Employees experiencing mental health issues are likelier to call in sick, suffer burnout and leave their jobs (voluntarily or involuntarily). And we all know how challenging and expensive it can be to attract new talent.
Further, on-the-job performance and mental well-being are interconnected. Sometimes, when employees are busy, productive and appear on the ball, it's because they tend to narrowly focus on their work rather than address their well-being.
As such, it's critical to support your employees’ mental health. This includes openly discussing mental wellness, developing programs to support people’s well-being and creating a culture in which work-life balance is not just acceptable but preferred.
Create a culture of mental wellness.
So let’s get back to how HR leaders can lead the charge. It’s great to suggest and implement things like a yearly paid mental health day or upgraded counseling benefits. But having a strong wellness program is the best way to support employees and help them thrive.
At FLEETCOR, we use a lot of initiatives to focus on both physical and mental well-being because we want our workforce to have a healthy work-life balance. Here are some things we've implemented that you can consider:
• Let all stakeholders know it’s okay to have difficult conversations about mental health challenges.
• Launch an employee wellness page on your company intranet. Try posting a "Tip of the Day" that focuses on mental well-being.
• Communicate information about your employee assistance program regularly.
• Celebrate global recognition days, like World Mental Health Day.
• Offer mental health webinars or virtual fitness classes. You could also offer discounted rates for fitness club memberships.
• Appoint employees who can act as “Mental Health First Aiders” and be available to support co-workers with issues such as anxiety, stress, depression, mental fatigue or burnout.
• Provide personal days that may be used for any reason, including a mental health day. It's also a good idea to provide time off for volunteerism, as helping out communities can improve one's mental well-being.
Everyone wins with a stigma-free workplace.
When you prioritize and support your employees' mental wellness and work-life balance, you'll be in a better position to reap the rewards of a happier, more productive workforce.
By creating a stigma-free culture, employees will know you'll back them up and provide wellness support when they need it. When work-life balance is achieved and mental wellness is prioritized, everyone wins. As HR leaders, let’s help instigate much-needed acceptance and change.
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