I’ve been a human resources professional for more than 30 years, and I’ve seen employee needs change more in the past year than at any other time in my career. Employee needs and preferences have taken center stage, becoming the priority in conversations at all levels of leadership. COVID-19, natural disasters, and political and social unrest all brought a prolonged period of uncertainty and volatility, and employees struggled with anxiety, depression, and feelings of loss or loneliness.
No matter what type of business we lead, these crises have given us all new work to do. It’s time for all employers to invest in supporting their employees’ well-being — and especially their mental health. Why us? Why isn’t this something employees can do on their own time? It’s simple. We’re human beings, and we bring our whole selves to work. We, the talent in our organizations, truly drive business success. We matter. And if we are struggling with our physical or mental health, we can’t be focused, effective, and innovative at work.
It’s science. Dr. Amit Sood, a medical doctor and executive director of the Global Center for Resiliency and Well-Being, says that employees don’t have two brains. (Of course we know this, but we don’t always act like it.) It’s not like people have a brain they bring to work and a different brain they leave at home. So if an employee has worry and distraction when it comes to work, we have an opportunity to help.
I sat down recently with Dr. Sood and Washington Post Live for “Be Well: On Purpose” to talk about work and well-being. You can watch the full conversation, but I’ll share a few thoughts here.
- Let’s design employee experiences that consider the whole person — the physical, social/spiritual, financial, and emotional.
- Let’s talk transparently and openly about mental health. Well-being initiatives will be most successful when we stop the stigma.
- Let’s design work processes and implement technology that eases rather than complicates employees’ days.
- Let’s offer customizable benefits and a variety of opt-in programs, understanding that individuals have different needs.
- Let’s move faster toward creating cultures where employees can ask for — and get — the help they need to be their best.
