The Leader’s Role in Caring for Your Team’s Mental Health and Well-being

I’ve talked with a lot of people lately who have expressed that “they are not okay”. Whether clients or friends, or professional colleagues, the effects of what’s been happening here in our country- devastating floods, economic uncertainty, political divisiveness, senseless violence, etc.- are really taking a toll and dramatically impacting our mental health!

Many employees are feeling anxious, stressed, disheartened, and distracted, and many are bringing these feelings to work with them. While it is not the leader’s role to necessarily be the provider of solutions to what’s causing these feelings, they can create an environment where people feel heard and supported.

High-pressure work environments where leadership is focused solely on performance and constantly changing priorities often lead to significant mental health issues such as burnout, anxiety, and depression. Additionally, it can lead to a loss of productivity, disengagement, absenteeism, or even “quiet quitting”. At times like these, staying focused on the business is tough! When leaders push for performance at all costs, employees often feel overwhelmed and unsupported.

I know some business environments today tend to be fairly intolerant of the impact these pressures are having on employees – adopting an attitude that “we still have a business to run”. But employees are human, and they need leaders who are human too. Employees need to know that their leaders care about their health and well-being.

Times of uncertainty in business can significantly impact employees’ well-being in several ways:

1. Increased Stress and Anxiety: Uncertainty about job security, future organizational changes, or economic conditions can lead to heightened stress levels and anxiety.
2. Reduced Job Satisfaction: Ambiguity can diminish motivation and engagement, leading to feelings of frustration or helplessness.
3. Decreased Productivity: Mental strain and distraction caused by uncertainty can impair focus and performance.
4. Negative Impact on Mental Health: Prolonged uncertainty can increase the risk of depression, burnout, and other mental health issues.
5. Physical Health Effects: Chronic stress from uncertain times can lead to issues like headaches, fatigue, and weakened immune response.
6. Disrupted Work-Life Balance: Employees may struggle to manage work demands alongside personal concerns, affecting overall well-being.
7. Erosion of Trust and Morale: Lack of clarity can diminish trust in leadership and reduce morale, further impacting mental health.

But leaders can have a direct impact on how their teams move through these times and can help employees channel their energy towards positive change. Obviously, it’s important to share and promote acceptable workplace behavior and set clear expectations, but creating an environment where employees can speak openly and share their feelings is just as important.

Leaders can encourage their employees to channel their feelings of helplessness into action. Maybe this is the time to “let some things go”. Moving non-urgent meetings, allowing for more flexible work schedules, and encouraging employees to say “no” to non-urgent tasks can give employees a sense of relief and that their leaders are paying attention.

Leaders can play a crucial role in supporting their teams’ mental health during times of uncertainty by adopting some of these key strategies:

1. Open Communication: Foster an environment where team members feel safe expressing their concerns and feelings. Regular check-ins and honest updates can reduce anxiety and build trust.
2. Provide Resources: Share information about mental health services, Employee Assistance Programs (EAPs), and stress management tools. Encourage use without stigma.
3. Offer Flexibility: Be adaptable with deadlines, work hours, and expectations to accommodate individual needs and circumstances.
4. Model Self-Care: Demonstrate healthy work-life boundaries and prioritize well-being, setting a positive example.
5. Encourage Social Connection: Promote team-building activities and informal interactions to combat loneliness and support a sense of community.
6. Recognize and Appreciate: Acknowledge efforts and resilience, fostering a culture of support and appreciation.
7. Train Managers: Equip managers with skills to recognize signs of mental distress and to respond sensitively and effectively.
8. Create an Environment of Psychological Safety and Provide a Supportive Culture: Show vulnerability and encourage communications without fear of backlash, normalize conversations about mental health, reduce stigma, and promote a supportive, empathetic work environment.

By taking these steps, leaders can help foster resilience, reduce stress, and maintain a healthy, productive team during challenging times. By acknowledging uncertainty, checking in regularly, offering supportive resources, and modeling transparency and resiliency, they can prepare their teams to tackle challenges, adapt to changes, and generally work together more effectively.

Overall, times of uncertainty can create a stressful environment that compromises employees’ emotional, mental, and physical health. Organizations that recognize the importance of caring for their employees’ mental health and well-being not only create a differentiator and competitive advantage for themselves, but also increase employee job satisfaction and engagement, which naturally leads to reduced turnover and improved retention!

If we can help your organization address this or other leadership challenges, please reach out to The Center for Leadership Excellence or visit our website at www.cleindy.com.

Patty Prosser is Co-Founder and Coaching Practice Leader at The Center for Leadership Excellence. For more information, contact Patty at 317-727-6464 or at pprosser@cciindy.com.