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MELANIE A. KATZMAN PH.D.

Connect First


TO PROMOTE MENTAL HEALTH AT WORK, FOCUS ON GOOD MANAGEMENT


WE ALL FEEL AND PERFORM BETTER WHEN OUR MENTAL HEALTH IS PROTECTED.

Posted March 3, 2022 | Reviewed by Vanessa Lancaster

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KEY POINTS

 * Integrating psychological fitness into organizational strategy is essential
   for mental wellbeing.
 * Companies run the risk of offering topical treatments rather than effective
   solutions for endemic problems when offering mental health services.
 * Human-centered management is the key to good mental health at work.

Employers have a unique opportunity to improve the mental health of 157 million
U.S. adults.
Source: GoodStudio/Shutterstock

Mental health is not a benefit; it’s a workplace imperative.

In response to mounting psychological distress among their workforces, employers
have begun providing mental health days, sabbaticals, four-day workweeks, yoga
rooms, and enhanced counseling benefits or apps.

As a clinical psychologist and business coach for over 30 years, I can assure
you that, while these steps can be helpful, they aren’t enough. Companies risk
offering topical treatments rather than effective solutions for endemic
problems. What we need now is a reset and review of fundamental principles that
strengthen interpersonal, managerial skills such that being human at
work—relating to coworkers from a shared foundation of meaning and
respect—becomes the norm, especially when operating under pressure during
uncertain times.



In 2019, The CEO Roundtable declared that “As employers, dedicated to workplace
health and well-being, we have an obligation to prioritize mental health on the
same level, and with the same laser focus as physical health.” The statement
underscored that employers have a unique opportunity to improve the mental
health of 157 million U.S. adults who spend more time working than any other
activity apart from sleeping.



Several months after the report’s release, the Covid-19 pandemic hit. In 2022,
we are facing a tsunami of mental health challenges. The incidences of
depression, anxiety, and psychological distress have more than tripled during
the pandemic. With two years of workplace disruption and social distancing,
comprehensive mental health support has become a true business imperative.


No one is immune – Surveys indicate that senior leaders are more burned-out than
ever.
Source: WindAwake/Shutterstock

Research assessing Millennials, Gen Z-ers, LGBTQ+, Black, and Latinx
demographics, has revealed that these groups are significantly more likely to
experience myriad mental health stress symptoms and leave their jobs because of
these emotional challenges. To many workers, mental health is a DEI issue,
though no one is immune to psychological challenges at work.




YOU CAN’T OUTSOURCE MENTAL HEALTH.

Employee assistance programs can connect people to treatment once problems have
been identified. But what about prevention? How can organizations cultivate
emotionally healthy work environments? Companies are increasingly investing in
mental fitness. Some enterprises have even established a new position: Chief
Wellness Officer.

article continues after advertisement


While these measures may positively impact, I worry about delegating the
accountability, cordoning it off, including it in someone else’s job specs, and
failing to see that everyday actions often carry greater heft than well-meaning
(and often costly) programs.

We can take a lesson from the trajectory of corporate social responsibility
departments—until the goals are considered integral to the company's success,
they remain on the margins, as an add-on to work, not the work itself. You can’t
assign or outsource employee mental well-being or health—it is everyone’s
obligation, especially management’s!




GOOD MANAGEMENT PROMOTES GOOD MENTAL HEALTH

Management is exhausted. You can’t ask them to do more. You can offer tools and
training, modeling, and encouragement to approach work with a different, more
energizing mindset. As the world emerges from the pandemic, it’s time to expand
the conversation beyond ventilation to valuing people; to shift from social
distancing to fostering deeper interpersonal connection.



Unclear roles and responsibilities, unrealistic expectations, and rude behavior
squash motivation and self-esteem. Conversely, daily interactions can imbue work
with meaning. Calling colleagues by their names, being curious about their
outside interests, pausing to really listen, stopping to see everyone (not only
those who are familiar or powerful) all foster a sense of belonging—offering
praise and taking time to acknowledge accomplishments links ongoing tasks to a
higher goal.



Consistent and clear communication, providing the time and space to explore
questions that have no obvious answers, and asking not only “How are you?” but
“How can I help?” all contribute to a culture of respect and shared humanity.

Upon returning to the office, asking “How have you changed during the time you
were working from home?” and then going one step deeper to find out, “And as a
result of those personal changes, how do you think we as a team should change
the way we work?” sets the stage for shared growth and acknowledges that you
can't just declare, “We’re back!” and pretend nothing has shifted. Showing
interest in “How can I help you succeed?" personalizes interactions and
reinforces a culture of care.

article continues after advertisement


Setting firm boundaries and getting the basics right lay the foundation of trust
from which conflicts can be cleared, and the inevitable mistakes that drive
innovation can be made. You can call it mental health training, or you can call
it good management.


THE FUTURE OF WORK

We all feel and do better work when our mental health is protected and promoted.
There’s no replacement for strong human relationships, and no one is better
placed to provide positive personal interactions than the coworkers and managers
you interface with daily. Let’s leverage this mental health crisis to revalue
your workforce’s well-being and put human-centered leadership at the core of all
management training.



References

Deloitte. (2021, April). Well-being and resilience in senior leaders.
https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/consulting/…

Mental Health. (2019, March 2). CEO Roundtable.
https://ceoroundtable.heart.org/mentalhealth/

Reilly, C. (2020, July 16). The Rise Of The Chief Wellbeing Officer. Forbes.
https://www.forbes.com/sites/colleenreilly/2020/07/07/the-rise-of-the-c…

It’s a New Era for Mental Health at Work. (2021, November 15). Harvard Business
Review. https://hbr.org/2021/10/its-a-new-era-for-mental-health-at-work

APA. (2021, October 26). Stress and decision-making during the pandemic.
American Psychological Association.
https://www.apa.org/news/press/releases/stress/2021/october-decision-ma…

Drillinger, M. (2020, September 10). Depression Symptoms 3 Times Higher During
COVID-19 Lockdown. Healthline.
https://www.healthline.com/health-news/depression-symptoms-3-times-high…

Why investment in mental health is needed now more than ever. (2020, October
22). World Economic Forum.
https://www.weforum.org/agenda/2020/10/good-mental-health-is-the-founda…

Mind Share Partners. (2021). 2021 Mental Health at Work Report—The stakes have
been raised. Mindsharepartners.
https://www.mindsharepartners.org/mentalhealthatworkreport-2021

More references
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ABOUT THE AUTHOR

Melanie Katzman, Ph.D., is a business psychologist, advisor, and consultant to
the world’s top public and private companies. Her latest book, Connect First, is
a #1 Wall Street Journal bestseller.


ONLINE:

Melanie Katzman, Ph.D., Facebook, Instagram, LinkedIn, Twitter


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MARCH 2022


A RENDEZVOUS WITH ZOMBIES

Overnight, a young woman’s personality shifts, plunging her into a months-long
medical mystery.

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TODAY


MOST POPULAR

 * The Extraordinary Strengths of the Emotionally Neglected
 * 5 Personality Traits That Can Spell Relationship Doom
 * Want Less Loneliness? Lose Yourself in the Pursuit of Flow
 * Epigenetics of Left-Handedness: New Insights
 * Why We Can’t Remember Our Youngest Years


ESSENTIAL READS


 * HOW TO EXTERNALIZE OPPRESSION


 * IS YOUR CHILD'S BEHAVIOR PLAN NOT WORKING?


 * 4 SIGNS OF AN IN-SYNC CLASSROOM


 * THE CURIOUS CASE OF DELUSIONAL PARASITOSIS


TRENDING TOPICS

 * Coronavirus Disease 2019
 * Narcissism
 * Dementia
 * Bias
 * Affective Forecasting
 * Neuroscience