5 Ways Companies Can Support the Mental Health of Their Young Employees

I was diagnosed with anxiety and a panic disorder when I was a sophomore in high school. Coming to terms with this diagnosis took a lot of therapy, appropriate medications and personal growth, which made me realize that this issue would be something that infiltrated every part of my life. This means that, yeah, I’d face anxiety during big changes in my life, but even in a classroom or cubicle. Any location—no matter how much I enjoyed myself—would become viable grounds for a panic attack.

I remember telling my mom I wanted to inform my manager at Hallmark (my first part-time place of employment) that I had anxiety. She told me that she worried I might not get the job.

“Isn’t that technically illegal?” I asked her.

“Yeah, but it still happens,” she said.

I didn’t say anything and hoped that life in the greeting card industry wouldn’t beat me down. I walked into my first job hiding a huge part of my identity that affects me daily. This is when I realized that employers don’t know nearly enough about mental health and the best way to support their employees.

It’s no secret that mental illness among Americans has reached a crisis level of concern. Zeroing in on the younger generations, diagnoses of depression has risen 47% among millennials since 2013, and Generation Z has reported the most mental health problems, according to CNN.

Millennials are the largest generation in the workforce and members of Generation Z are entering the workforce at a rapid pace. Both will undoubtedly need the support of their employers in the face of growing mental health issues. Here are five best practices to remind your employees that they are supported—and that their mental health is not a topic of stigmatization.  

Create a healthy workplace.

Employees are spending their entire days in their respective work environments—so those places should go beyond the dismal portrayal of a windowless office. Make employees comfortable, and allow them to be involved in decisions regarding their comfort. The World Health Organization says there are a variety of ways to inform employees of their support in day-to-day actions, such as organizational practices that support a healthy work-life balance and promote the identification of distress and burnout.

Employees also learn from the motivations and practices of leaders in their workplace, so a positive attitude and healthy support systems are a trickle down solution.

Promote the strengths of your employees.

Effective leadership also promotes mental health by focusing on and developing positive strengths and skills in employees. A common iteration of this practice is the Clifton StrengthsFinder assessment. While this is a great tool for any organization, those who feel ashamed of their mental health conditions will benefit tenfold. With open communication, understanding and praising the strengths of employees and collaborating with others who have different strengths will make for a more fulfilling workplace.

Practice mindful communication and avoid stigmatizing language.

There are a ton of things we say that can be misconstrued because of someone’s perspective. The word ‘crazy’ can be taken the wrong way by someone with a mental illness, and on my end, I’ve had one too many people say “Oh my gosh, I’m having a panic attack!” during a time in which they definitely are not having a panic attack. Being mindful of the words we use in the workplace (and in general) is a great step in integrating a de-stigmatizing attitude into our daily lives.

In addition, communicating about our emotions will help others feel less alone about theirs. Leaders, don’t feel ashamed of expressing vulnerability and authentic emotion. Of course, strong and well-developed boundaries are a must, but if you’re having a bad day, tell your employees. Show them it’s OK to be overwhelmed and to take care of oneself.

Structure your organization with forgiving policies and programs.

If any of you have read ‘Thrive’ by Arianna Huffington (which you ought to, if you’re hoping to learn more about mental health and burnout), you’ll know that a key component of productivity is time off from work. Mental health days should not be abused, but they also should not be ignored.

Providing employees with healthy vacation time and sick day policies will make them feel safe in their choices to take care of themselves. There is still a huge guilt factor for me if I skip a class or email a professor for an extension because of my mental health. It rarely happens, but it’s not an insecurity that should be extended into the workforce.

The best part about this tip? It’s becoming the new norm. Companies like American Express, Adobe and Netflix have awesome, robust programs in place for the mental wellbeing of their employees, and they are on the front lines of success in their respective industries.

Allow room for various accessibility plans.

Like you would for someone in a wheelchair who needs an office on the bottom floor, or a diabetic colleague who needs to eat a snack in the middle of a meeting, allow those with differing mental abilities to develop an accessibility plan that works for them. For students who have accessibility plans in college, those necessities will not go away as soon as they collect their diplomas. My accessibility plan allows me to use my phone and laptop as assisted note-taking devices when I need to keep my hands busy, and I am able to leave a room freely if I need a moment to myself—or to take a Xanax. Most workplaces aren’t as structured as a college lecture hall, but just knowing that it is acceptable for me to do what I need to is a great peace of mind at any stage in my career.

For those employers with accessibility plans in place, know that it isn’t just about going with the flow and “allowing” these changes to take place, but making them acceptable and understood. You do not need to break the confidentiality of an employee’s condition to understand that their necessities are not special privileges or personal favors. Make the workplace a space where inclusivity is an automated response to different people, ideas and conditions.

All in all, our differences—whether cultural, medical or personal—makes the workplace a better place to be. Mental health is a key component to every human being’s life, and acknowledging that makes for a healthy and happy crew of employees who can trust their employers.

Kamrin Baker is a freelance journalist and junior at the University of Nebraska at Omaha. She regularly writes on mental health and issues concerning young people (like herself) for national and local publications such as Huffington Post, MTV News, Omaha Magazine and more.