Home 9 HR 9 Despite recognizing mental health concerns, employers have not adopted broad well-being strategies yet

Despite recognizing mental health concerns, employers have not adopted broad well-being strategies yet

by | Feb 10, 2022 9:52

Image: Getty

During the pandemic, employees continue to face rising stress, burnout, and other negative effects on their well-being, as evidenced by a recent Willis Towers Watson survey finding that 86 percent of employers consider mental health, stress, and burnout to be top priorities for their organizations in 2022.

In the October 2021 study, nearly half of the 322 U.S. respondents had not yet publicly developed a well-being plan for their workforces. Employers were instead at various phases of responding to different well-being problems; for example, 48 percent said they were planning or exploring strategies or plans for behavioral health, while 34 percent said the same for financial well-being.

Employers selected mental health as one of their top priorities in 2021. Last year, % of HR executives polled by Verizon Media said mental health was the most significant influence on their workforces in the previous year. However, as the study results from Willis Towers Watson reveal, the reaction to mental health issues has not been universal.

Despite the emphasis on accessing and receiving appropriate care, organizations and their employees have found persistent impediments to well-being support. In a poll conducted by LifeWorks in 2021, 42% of workers indicated they had not accessed any mental health services provided by their workplace, with one-quarter of this group claiming they did not know how to do it due to costs or confidentiality issues.

That could explain why some businesses have focused on the financial side of access. Phenom, an HR technology company, announced last month that it will give its U.S. employees $1,000 to invest toward mental health. According to Dr. Juliette McClendon, head of medical affairs at mental health provider Big Health, many businesses have decided to take initiatives like expanding the amount of no-cost visits they have under their employee assistance programs, as stated by Willis Towers Watson.

However, raising that number will not cover all of an employee population’s needs, according to McClendon. Employers, she noted, may need to pursue broader well-being initiatives that include executive and management training on mental health access, a diverse selection of options for employees to seek care, and a proactive approach to employee well-being.

Employers must also pay attention to their employees’ preferences; “if it isn’t actually fulfilling their requirements, they aren’t going to engage,” McClendon said. She advised firms to speak with internal resource groups and their leaders to better understand what employees require.

Smaller attempts, such as prohibiting employees from sending emails after hours and instead urging them to schedule work and personal time to avoid conflicts, have previously been observed by sources who talked to HR Dive.

Source: hrdive.com

Related Posts

5 reasons for hiring foreign workers

5 reasons for hiring foreign workers

Many businesses are having a difficult time filling available positions nowadays. In an employee-centric market, top candidates can pick and choose among various offers. The easiest and fastest explanation that comes to mind is that there are no relevant talents on...

Employee experience – how Global Mobility can enhance this

Employee experience – how Global Mobility can enhance this

The customer is king. This is what businesses have come to understand, whether they are running a small shop or a large company. However, in today’s fast-evolving business landscape, employees are taking centre stage as the backbone of any organization. Holding on to...

How Global Mobility brings value to your business

How Global Mobility brings value to your business

Organisations worldwide are relying on global mobility services to assist them to fulfil workforce demands efficiently. At the same time the competition for acquiring the best talent is heating up, amidst a shifting economic landscape and stricter compliance...

Why you need a robust digital ecosystem for your mobility programmes

Why you need a robust digital ecosystem for your mobility programmes

Imagine how useful it would be if there were a way to conveniently manage all your global mobility cases and resources in one place. With a robust digital ecosystem, this is exactly what you can do! A well-designed digital ecosystem can make your mobility programmes...

5 most common misconceptions about hiring foreign employees debunked!

5 most common misconceptions about hiring foreign employees debunked!

Are you prepared for the war on talent? Or are you at war already? We all know that the skill pool is limited, especially in some industries, and businesses are always competing for talent. Sometimes it's not only difficult but downright impossible to find talented...

How to avoid costly mistakes when drafting your global mobility policy

How to avoid costly mistakes when drafting your global mobility policy

Are you feeling lost and overwhelmed when it comes to developing your company's global mobility policy? You're not alone! Even the most experienced HR professionals can make mistakes when it comes to navigating the complex world of international transfers. In this...

How to maintain compliance on international assignments

How to maintain compliance on international assignments

Maintaining compliance during international assignments can be a major headache for HR managers. Keeping up with changing tax, legal, and labour laws in different countries may be challenging and time-consuming. As more companies expand globally, complying with local...

Top 8 strategies to improve expat employee experience in 2023

Top 8 strategies to improve expat employee experience in 2023

Expatriate employees are invaluable to global organizations nowadays. Improving the expatriate employee experience in 2023 is a key goal for any organization that relies on international talent. Companies must help expats as they adapt to new cultures as the world...

Leveraging technology for global employee success

Leveraging technology for global employee success

Strategies to streamline expatriate management processes HR and global mobility managers must stay abreast of expatriate management practices in a fast-paced, technology-driven business world. Organizations must use technology and processes to maximise employee...

Expatriate children. Main challenges of moving abroad

Expatriate children. Main challenges of moving abroad

Whether you are preparing to move abroad for work or have already made the relocation, one thing is certain. Parenting doesn't stop just because you changed countries. What's more, parenting becomes even more challenging when...

6 common reasons that lead to expatriate failure

6 common reasons that lead to expatriate failure

International assignments can be risky and costly ventures for organizations. In the event of an expatriate failure, the cost - both financially and culturally—can be significant. Aside from the typical costs of setting up expatriates such as expat training, and...