In the blur of the COVID-19 pandemic, employers around the world scrambled to implement mental health solutions and strategies to support their workforce. But as things have (mostly) returned to normal, a critical question has surfaced: Have these efforts made a meaningful impact?
The rise of therapy within the U.S. accompanied by the continued fall of the nation’s collective mental health suggests not. With rates of anxiety and depression escalating in and out of the workplace, it’s time we reevaluate existing solutions to mental health challenges. Here, I’ll delve into the current state of workplace mental health, explore why traditional programs are under scrutiny, and offer insights into recalibration strategies to foster supportive workplace cultures — keeping employees’ mental health at the forefront of this discussion.
Before the pandemic, mental health was already a pressing issue in many workplaces. However, the isolation, uncertainty, and stress brought on by COVID-19 exacerbated these challenges. Now, more than three years later, concerns over mental health remain elevated. KFF found that in February of 2023, 32% of adults reported symptoms of anxiety and depression; down only 7% from the height of the pandemic in February 2021.
Employers swiftly implemented mental health programs in response to these alarming trends. However, many of these initiatives are now under review. One reason is their focus on reactive rather than proactive measures. Traditional Employee Assistance Programs (EAPs) typically offer individual counseling services after employees have reached a crisis point. While these services are valuable, they often fail to address the root causes of mental health issues or provide ongoing support.
The continuing mental health crisis both inside and outside of the workplace necessitates a fresh approach to addressing mental health issues at work — and the importance of taking a holistic approach to mental health. This concept of “whole health at work” goes beyond traditional mental health support to encompass physical, emotional, and social well-being.
Our research at Meru Health has supported this approach, showing that interventions targeting multiple aspects of health lead to better outcomes for employees. Earlier this year, we published a retrospective cohort study in collaboration with the University of Oregon, Harvard University, the University of North Carolina Chapel Hill, and several other institutions in Psychology and Psychotherapy: Theory, Research and Practice, confirming the utility of therapist-supported holistic digital mental health interventions in reducing depression and anxiety symptoms up to 24 months after treatment.
The study marked the first time a digital-based mental health company has ever released 2-year data, and key findings showed that a holistic-focused approach showed significant reductions in depression (β-5.40) and anxiety (β-3.31) symptoms from baseline to end of treatment. Plus, symptom levels remained significantly reduced from baseline through 24 months. This should support every employer’s mission: to help people get better and stay better for the long term, not just to cope with symptoms. It’s also a goal companies need to keep top of mind when brainstorming ways to help their employees prioritize their mental health.
Organizations can implement various practical strategies to support their employees in achieving sustained improvements in mental health. Across different companies, these strategies have consistently yielded positive results. Here’s an overview of some effective approaches:
Foster a culture of psychological safety, meaning employees feel comfortable discussing mental health concerns without fear of stigma. Encourage people to speak up when they’re feeling stressed, down, or overwhelmed — to each other, their managers, and the HR team.
Provide managers and employees with training on mental health awareness, resilience building, and stress management techniques, so they can stay updated on the latest methods, tips, and strategies for helping people achieve well-being for the long term.
Allow employees to work remotely or adjust their schedules to accommodate personal needs and work styles, reducing stress and improving their experience. Making flexible work part of your corporate culture imparts a level of trust and confidence in your employees that can be game-changing for the management of their mental health (not to mention their productivity and loyalty).
Encourage employees to maintain boundaries between work and personal life. Implement policies that discourage overwork, such as setting clear expectations for working hours and encouraging employees to take breaks.
Offer workshops or seminars on mindfulness, relaxation techniques, and resilience-building. Encourage employees to prioritize self-care outside of work, through hobbies, exercise, or spending time with loved ones.
By implementing these strategies, employers can create a supportive, psychosocial safe environment that promotes employees’ mental health and well-being, leading to a workforce that’s happier, healthier, and more productive.
As the world continues to navigate the aftermath of the pandemic, prioritizing mental health in the workplace is nothing less than crucial. By adopting holistic solutions and a set of sensible strategies, employers can effectively address the rising rates of anxiety and depression, leading to lasting mental health remission among the people who power their brand. And when it comes to benefits, there are none more meaningful than that.
Kristian Ranta, CEO & Founder of Meru Health, is leading the charge in driving a new standard in mental healthcare with a holistic approach. After experiencing personal tragedy, he founded Meru Health in 2016, earning recognition from prestigious institutions like Y Combinator and establishing collaborations with major health plans, leading universities, and large employers nationwide. Kristian’s dedication to ethical values and reducing global suffering drives his work, complemented by his background in diabetes and medically backed mental health research.
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