How effective leaders support the mental health of their employees

Faced with the new realities of a global pandemic, working from home, school and business closures, and a lack of physical contact with friends and family, well, it’s no wonder mental health issues have been on the rise for these two years.

According to official statistics published by the OECD, anxiety, depression and stress increased considerably in 2020.

People are beginning to recognize that stable mental health is part of the foundation of a successful career. In many ways, renowned gymnast Simone Biles set a healthy example by withdrawing from the Olympics individual all-around gymnastics competition to focus on her mental health, prioritizing her own well-being above all else.

In the grim context of COVID-19, what is the role of an effective leader? In any case, the same as it always was: supporting and protecting the best interests of its employees. But now, with tactics and management responses altered to suit the emotional needs of a workforce. Leaders must look at their employees’ problems through a prism of empathy and sensitivity to find solutions that work best for both the workers and the company.

If that sounds overwhelming, fear not – this article breaks down some easy-to-digest ways you can help your employees through these challenging times.

Ask. Hear. Recognize

If this seems like a no-brainer, you’d be surprised. Very few leaders make an effort to genuinely express concern for their employees’ circumstances and well-being beyond a superficial “how are you?” in the morning meetings.

In a study by the Harvard Business Review, nearly 40% of employees worldwide said that no one at their company had ever asked them if they were well, and those respondents were 38% more likely than others to say that their health Mental health had worsened since the outbreak.

Be prepared for difficult conversations. For example, an employee may be stressed working from home because he has childcare commitments, making it difficult for him to meet deadlines. In this case, it’s essential to remember that an effective leader is more than just a manager: Instead of reacting with anger or undue concern over lost productivity, practice understanding and diplomacy.

Your place in a one-on-one discussion should not be to criticize and micromanage, but rather to express genuine human concern and sensitivity.

offer flexibility

Once you fully understand the complexity of your concerns, work together with each employee to find solutions. This process should be collaborative until you find the bridge between your employee’s mental health needs and the company’s requirements.

In uncertain times, part of what makes a leader great is their ability to adapt. Don’t stick to archaic ways of how things should be done if they don’t help anyone.

New times demand new measures. Leaders are now called upon to implement more flexible work solutions and be more flexible in their thinking than ever before. More flexible meeting times and sometimes payroll advances and offering work-from-home solutions can also become a requirement.

Be patient

As bad as multiple lockdowns and variants can be, don’t let this stall the progress of mental health screenings with your employees, whether they’re physically present in the office or working from home. The qualities that shape an effective leader—resilience and perseverance—should also shape your communication strategies.

Remember that mental health comes and goes. Be consistent in reminding employees of your availability and support throughout the years.

Above all, be patient with yourself. As the saying goes, you can’t help anyone if you don’t help yourself. Set a healthy example for your workforce by prioritizing your own mental health and work-life balance as an effective leader.