Why HR’s Efforts to Improve Employee Mental Health Often Fail (and How to Fix Them)
Mental health has never been more important. As workplace stress, burnout and mental health issues rise, organisations are looking to their HR teams to solve these problems. Employers know that prioritising mental wellbeing at work isn’t just about being ethical, it’s a business imperative. Happier, healthier employees are more productive, engaged and loyal.
However, despite big investments in mental health programs, many HR-led initiatives fail to deliver. Employees remain stressed, disengaged or reluctant to use the resources available to them. So why do these efforts fall short?
This blog discusses the common mistakes HR makes when trying to improve employee mental health and what you can do to make your programs work.
Why do HR’s efforts to improve employee mental health often fail?
1. One Size Fits All
One-size-fits-all all mental health programs don’t address the diverse needs of employees. Mental health issues are personal and influenced by individual backgrounds, roles and life circumstances. Generic workshops or webinars won’t resonate with every employee, leaving many feeling unsupported.
Solution:
HR teams should conduct regular surveys and one-on-one feedback sessions to understand employees’ unique mental health concerns. Create tailored programs, such as role-specific stress management training or culturally inclusive support, to make it inclusive and relevant.
2. Stigma around Mental Health
Despite increased awareness, stigma is still a big barrier. Employees may not engage with mental health resources because of fear of being judged or negative career consequences.
Solution:
Create a culture of openness and acceptance. Leaders should talk openly about mental health to normalise the conversation. Launch anonymous feedback channels and share employee success stories where individuals have used mental wellbeing programs without any negative impact on their careers.
Suggested Read: How to Measure Employee Engagement
3. Manager Training
Managers are key to employee wellbeing but many are not equipped to spot or address mental health issues. Poorly trained managers can actually increase stress by having unrealistic expectations or no empathy.
Solution:
Invest in mental health training for managers. Teach them to recognise signs of burnout, provide emotional support and guide employees to resources. Encourage managers to lead by example, practice work-life balance and show real interest in their team.
4. Perks Without Fixing the Core Issues
While yoga sessions or free workplace counselling services are great, they don’t address the underlying stressors like excessive workload, toxic culture or lack of job security.
Solution:
HR should focus on creating a healthy work environment by identifying and fixing the root causes of stress. Conduct workload assessments, set boundaries around work hours and address toxic behaviour quickly. Add workplace wellness programs to these structural changes for a whole approach.
5. Employee Engagement
Employees don’t engage with mental health initiatives because they see them as superficial or not relevant to their day-to-day problems. Poor communication or lack of access to programs will only put them off further.
Solution:
Involve employees during program development so initiatives are relevant to them. Use multiple channels like emails, team meetings, and intranet announcements to promote programs. Offer flexible options like virtual sessions or self-paced modules to increase accessibility.
6. No Follow-Up and Metrics
HR often implements programs without setting clear metrics. Without ongoing measurement, it’s hard to measure success or adjust to changing needs.
Solution:
Set measurable goals, reduce absenteeism, improve employee satisfaction scores, or increase the usage of mental health resources. Do quarterly reviews to track progress and get feedback to refine programs.
7. Burnout of HR Teams
Ironically HR professionals themselves are often burnt out which impacts their ability to support others. Overwhelmed HR teams may prioritise compliance or reactive problem-solving over proactive mental health initiatives.
Solution:
Invest in HR team wellbeing by giving them the tools and support to manage their workload. Encourage cross-departmental collaboration to share the load and recognise HR professionals through tangible rewards and public recognition.
HR Strategies to Support Employee Mental Health
1. Preventative Approach
Rather than just reactive measures like counselling, implement preventative strategies like stress management workshops, resilience training and regular mental health checks.
2. Technology
Use mental health apps, and virtual therapy platforms to offer 24/7 support to employees. The technology ensures accessibility and confidentiality so employees can seek help easily.
3. Mental Health as a Company Value
Embed mental health into company policies like flexible work arrangements or mental health days. Reinforce these values through onboarding, leadership training and performance reviews.
4. Work with Experts
Partner with licensed psychologists, mental health organisations and consultants to design evidence-based programs. External experts bring credibility and expertise that HR teams may not have.
5. Link to DEI Initiatives
Mental health intersects with diversity, equity and inclusion (DEI). Consider the specific challenges faced by marginalised groups like microaggressions or underrepresentation and address these as part of mental health initiatives.
Conclusion
Improving employee mental health requires more than good intentions; it requires thoughtful strategies, practical solutions and ongoing commitment. By focusing on bespoke programs, reducing stigma and tackling workplace stressors, HR can make real change happen in a mentally healthy workplace.
For employers looking to take it to the next level, CHOYS has the solution. CHOYS is an InsureTech employee wellbeing platform that empowers organisations with the tools to support mental health and holistic wellbeing.
CHOYS app offers a range of features including Employee Assistance Programs (EAP), mental health resources, and more. In addition, CHOYS also offers access to the HR portal where HRs can track important matrices like Habit, and Mood Insights. Employee engagement and wellbeing participation. HR portal helps to get access to key employee wellbeing stats in seconds. Based on the data, HRs can take the right actions.
Take the first step toward transforming employee mental health initiatives. Schedule a demo today to learn more.
FAQs
1. How do HRs identify employees with mental health issues?
Encourage open conversation and train managers to spot signs of stress, burnout at work or disengagement. Use anonymous surveys regularly to get insight into employee wellbeing.
2. What low-cost ways can HR support mental health?
Flexible working, regular breaks and peer support groups. Free online resources like mindfulness apps can be powerful too.
3. How do HR measure success?
Measure metrics like engagement, turnover, absence and use of mental health resources. Combine quantitative data with qualitative feedback.
4. What’s the role of leadership in mental health?
Leaders set the tone for the culture. By prioritising their own mental health and actively supporting employee wellbeing, leaders create a positive ripple effect across the business.
5. How do HR tackle mental health stigma?
Normalise mental health conversations through awareness campaigns, storytelling and leadership advocacy. Anonymous access to resources can also help reduce stigma.
6. What’s the most common reason mental health programs fail?
Programs fail because there’s a disconnect between what HR is doing and what employees need. Employee input and continuous improvement is key to success.
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