Best Ways You Can Help With the Mental Wellbeing of Your Employees [2022]

Mental Wellbeing

Did you know that employees are lonelier than ever? In a world where social media and technology dominate our lives, it's no surprise that people are feeling more isolated than ever. This can have a major impact on mental health, and it's something that employers need to take seriously.

Mental Wellbeing
Mental Wellbeing

In this blog post, we will discuss the issue of loneliness in the workplace and how employers can help their employees feel less alone.

1. Understand psychological safety

Psychological safety is the perception that a given environment encourages people to take risks. The study of learning-oriented actions such as asking questions, expressing concerns, acknowledging mistakes, and offering suggestions has long been the focus of this research.

Employees are more likely to do so if they receive clear signals from their bosses and teammates that they will be praised for doing so. They're also less inclined to reach out to coworkers for social connection without a comparable safety net.

2. Orchestrate Empathy

Scripted social interactions are becoming increasingly common in organizations as a method of promoting psychological safety. Some enterprises have held empathy sessions to help employees express their feelings and make connections with other participants. Others are using various methods to create social support and empathy.

Researchers at the University of Michigan and Notre Dame are studying the use of gratitude circles in a restaurant chain. Employees congregate in a circle before the lunch shift begins. One individual is chosen to stand in the circle while coworkers describe qualities about him or her that they appreciate and admire. Gratitude givers and recipients were found to feel more connected as ever.

3. Reinforce relationship risk-taking

The performance-management process must also be adjusted. Companies must improve the advantages as well as minimize the hazards associated with interacting with coworkers at work. This entails recognizing and rewarding individuals who make the first move and who react favorably to other people's outreach.

Microsoft discovered, for example, that firms that provide rewards and incentives for developing internal relationships had employees with higher levels of job satisfaction and happiness. These types of extrinsic incentives are crucial to emphasize the significance and legitimacy of corporate initiatives in the eyes of workers.

Mental Wellbeing Support
Mental Wellbeing Support

4. Look out for the invisible enemy

Employees don't broadcast their isolation. Neither team membership, network structures, nor someone's degree of extraversion can expose it. Loneliness at work is an entirely subjective internal feeling: very few individuals genuinely comprehend me or would lend me a helping hand in my time of need. The lonely perceive little to no connection to others.

When it comes to building relationships, there are several factors to consider, including collaboration and social support. Working in sequence or simply handing off the baton from one colleague to the next is unlikely to provide as many chances for genuine connection as more integrated forms of collaboration. Instead, creating a work that encourages high degrees of interactivity and frequent sharing of resources is much more advisable.

5. Design for higher interdependence

However, in the long term, workshops and activities will not cure loneliness. Consider the outcome of team-building efforts such as "the trust fall," which takes place when a group leaves the woods and returns to work: Unless leadership made additional changes to structures and reward systems, the newly enhanced levels of team bonding soon dissipated unless further enhancements were made.

Much of the advice about preparing teams for the long haul still applies: Reestablish the team's mission, establish clear interaction norms, enforce them consistently, develop a shared team identity, make roles and processes transparent, stabilize the membership, and reduce cross-team switching costs as we return to work full-time or adopt hybrid WFH strategies.

The five actions stated above will lay a solid foundation for team effectiveness. However, structural changes might be required to create stronger intra-team relationships.

Mental Wellbeing

Employers should be proactive in creating a workplace culture that encourages mental well-being. This can be done by implementing policies and programs that promote social and emotional connectivity, as well as providing employees with the resources they need to manage their mental health.

If you're an employer who is looking for ways to help your employees feel less alone, we hope this blog post will help you and your employees in creating a stress-free work environment.

Check out more of our articles about team building, employee wellness, and virtual activities here: