Prior to COVID (yes, there was before), we faced some kind of problem in the U.S., like COVID, which was sometimes invisible, and deeply affected all aspects of our lives. It is our growing national mental health problem.
In 2018, it was reported that about one in five, another 50 million adults suffer from some form of mental illness. However, less than half received treatment. Despite such staggering numbers, companies have done very little to address them in a logical way. This has left many people feeling unable to discuss how they are feeling or sharing what they need to get better at work or at home.
For many, this was due to cold sores on the job and concerns related to how they could be viewed by supervisors and co-workers. Discrimination comes at a high emotional and financial level. The World Health Organization estimates that the total cost of stress and anxiety in the global economy was $ 1 trillion a year in lost productivity. To put that in perspective, it is more than the GDP of four of the world's top 20 economies.
COVID and a growing mental health problem
Forward to 2020 and to COVID, the epidemic has transformed all the stress you can think of in our lives into a notch (or several), creating unprecedented levels of anxiety and isolation. A nationwide study to evaluate the effects of the epidemic on the emotional well-being of U.S. adults revealed that 90 percent of respondents were experiencing air-related stress.
However, there is a glimmer of hope. Even before COVID, companies were forced to change and deal with these growing mental health problems. Inspired by thousands of years, the topic has begun to be discussed more openly. In reality, though, it was not always easy to deal with these problems.
The demand and need for psychiatrists in America has surpassed 78% on average. More and more people are going through the anxiety and stress-related issues due to their jobs, relationships, etc. which indirectly is affecting their mental health badly, and many times they are clueless about with whom to talk about this. Similarly, in a survey conducted by Mercer of more than 500 companies, they found that 75 percent of those with more than 5,000 employees saw adequate availability as a concern at all or in some of their areas, while only 43 percent of small employers believed it was a problem.
These variations may be related to rising costs. In a study conducted by Aetna Behavioral Health, they found that mental health costs fall by more than 10 percent every five years, compared to an annual increase of 5 percent on other medical expenses. The total cost of treating depression alone was $ 110 billion annually, and employers covered half of that cost.
Is COVID a point to affect mental health?
With so many people deeply affected, supporting the mental health of employees is now a business necessity. The Internet is becoming increasingly sophisticated with companies and executives handling the needs of mental health professionals. From the introduction of video wellbeing to individual counseling on meditation applications, companies have begun to quickly implement programs.
With more people living at home fearing COVID-19, it is clear that the future of care is becoming increasingly digital. Even private insurers are on the rise, many of them increasing their telehealth availability, sometimes unpaid collectively. This has been the spirit of digital ethical health initiatives. Tender funding for this technology has reached unprecedented levels, with a record of $ 588M released in the first half of 2020 driven by the epidemic.
What can companies do?
Obviously, things will never be the same ... and, somehow, that is a good thing. This change has forced many companies to have serious discussions about employee mental health and well-being that had previously been avoided. This new openness helps employees feel more comfortable accepting how they feel - making it easier for them not to feel "right."
This makes the role of management more complex and more impactful than ever. However, some may feel reluctant to talk about their feelings and/or may be able to manage what can be an emotionally charged conversation. In addition, at the same time, they may suffer again. It is important for companies to ensure that they have the training and support they need to support their teams.
Four simple steps for employee well-being:
Workers' mental and physical health affects all aspects of their lives. In addition, the fact that the line between home and work is now less clear means that what happens at home can greatly affect our work performance.
Here are three simple steps you can take to begin the process of preparation for mediation and help you make the best of your situation.
1. Create a supportive culture
Make it okay for you to always feel "right"
Make sure your supervisors have the tools they need to feel successful
Create a safe environment for employees to share their feelings
Have a regular group and individual attendance to ensure that staff needs are addressed appropriately
2. Provide a variety of affordable and inexpensive mental health services and related services
Share a list of various free or low options that your employees can use
Plan access to other services that contribute to their well-being, such as financial assistance or child / crèche
3. Contact, connect and communicate
Shared words and actions can help people put their feelings and experiences into context. It reduces uncertainty and can provide a much-needed explanation to help them adjust and deal emotionally. Empathy is what actually connects all of us, instead of being rough and touch, try to understand what the other person is going through by putting yourself in his shoe, and believe me the things will be pretty much simpler post them. It will help to create a mutual understanding and the long term bond with whosoever you cross path with whatsoever reason. Moreover, communication is the key to everything stuck. So be vocal about your things.