5 Ways That Leaders, Managers & Individuals Can Help Close The Generational Gap Around Workplace Mental Health, And Become Mental Health Allies.

In case you did not know, May has been named as the month to acknowledge the importance of focusing on mental health, and many organizations are using it as an opportunity to promote mental health in the workplace.

As someone well-versed in the current state of corporate anxiety and burnout, I believe one of the most important issues that needs addressing is the large gap that exists between generations when it comes to focusing on anxiety and mental health at work.

Closing the generational gap through mental health allyship at your organization is something that can start right away and continue all year long, not just during the month of May. The Mental Health Coalition (MHC), a non-profit that works to destigmatize mental health and connect people to the right resources to aid them, provides a valuable Roadmap to Addressing Mental Health in the Workplace for Managers with actions that can be taken immediately.

Here are 5 ways that leaders, managers & individuals can help close the generational gap around workplace mental health and become mental health allies.

The following tips for helping to change the culture, mindset and biases that exist in organizations are courtesy of Dr. Naomi Torres-Mackie, Head of Research at MHC.

1.) Lead by example; walk the walk and talk the talk by talking about your own mental health and demonstrating how you take care of it.

2.) Own up to past missteps like not having policies to support mental health, or not doing enough to support particular employees. The more team members see leaders taking certain steps, the more the members will trust they are serious about the issues and opportunities.

3.) Don’t require or push anyone to talk about their mental health. Your role as a leader is to create the space and model the behavior you want to see if and when they do speak.

4.) Clarify what support your organization provides. Have you been clear in the past about how you and your company support mental health? If not, now is the time. If or when new benefits are created supporting workplace mental health, make sure to share them with everyone in the organization and encourage all to use them so as not to single out anyone.

5.) Stress that sharing about mental health in your organization won’t result in any punitive actions or diminished responsibility, and make sure that is true. Emphasize that sharing will result in people getting the support they need.

Breaking the cycle of silence requires thoughtfulness and courage. The opportunity is now. Will you become a mental health ally and step up?

All the Best,

Loretta Stagnitto