The Hidden Value of Social Security Disability Insurance: Why It’s Important During Benefits Enrollment
The topic of mental health took on an entirely new meaning in 2021. After a year of uncertainties brought on by the COVID-19 pandemic, employees and employers alike are focusing more closely on mental wellness and burnout.
Employee anxiety, depression and burnout are at an all-time high
Today, employees to feel more anxious, depressed, and burned out than ever before. They continue to face a changing work environment, health concerns, and other stressors such as ongoing issues like social injustice.
In fact, MetLife’s 19th Annual U.S. Employee Benefit Trends Study 2021 found the number of employees who feel depressed more than half the time while working saw a 30 percent spike from the beginning of the pandemic (April 2020), while those who feel burned out jumped 25 percent in the same period of time.
In order to account for these disparities, it’s time for employers to make mental health a priority in 2021 and beyond. Here are three key considerations for employers as they look to support employee’s mental wellness and avoid burn out:
1. Help managers support employee mental health
According to our new survey, 37 percent of employees don’t feel their managers are ready to have conversations about mental health issues.
In fact, it’s challenging for managers to provide proper support to their direct reports as they themselves are 41 percent more likely to report feeling depressed and 14 percent more likely to report feeling burned out than this time last year.
To alleviate the pressures of the “always on” workplace, employers should consider offering training support to help managers recognize burnout, as well as understand the role paid leave and disability insurance play in improving mental wellness.
It’s worth noting that many managers are already open to this process. Sixty-nine (69) percent say they need or want training from leadership in order to confidently point employees to the right solutions and programs.
2. Tailor programs to support the diverse aspects of employee mental wellness
While employees’ mental health declined markedly over the past twelve months – dropping to 68 percent from the 73 percent it was in April 2020 – certain demographics were impacted more significantly than others.
For example, while men’s mental health stayed relatively stable over the past year (75 percent in April 2020 vs. 74 precent now), women experienced a seven percent drop in mental wellness in the same timeframe. And Black women saw an even more significant 11 percent drop.
With this in mind, employers can tailor their benefit programs to ensure they’re meeting the diverse needs of their workforce. Whether it’s through extending paid leave policies for childcare or expanding mental health days for those suffering from depression or anxiety, disability benefits like these can provide extra assistance and peace of mind to those who need it. This ensures that employees feel empowered to take the time necessary to rest or care for a loved one.
3. Communicate often and empathetically to build a culture that supports mental wellness
Faced with the uncertainties of today’s world, it’s important for employers to communicate regularly with their employees about their benefit offerings. Only 23 percent of employees say their employer communicated regularly with them throughout the pandemic. And 39 percent of employees don’t completely understand the paid and unpaid leave available to them, affecting their ability to take days off when they need it most.
In order to bridge this communications gap, employers should regularly check-in with employees through weekly “benefits tips” emails, Q&A sessions, or virtual HR or leadership “open door” hours. These forums can encourage employees to maximize the value of their paid leave and time off, and increase communication, relieve burnout, and improve overall well-being at the same time.
Now more than ever, employees today are looking to their employers for support as they navigate the uncertainties of the road ahead and a “new normal.”
By training managers to support mental health in the workplace, tailoring benefit programs to meet the needs of diverse employees, and communicating empathetically on a regular basis, employers can help address burnout and improve mental wellness for years to come.
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