Page 17 - BusinessWest September 4, 2023

Support System
Getting back to her initial asthma analogy, Mazzuca said employees need to feel supported at work when they’re grappling with mental-health issues and stress, whether that means being allowed to take a leave of absence without penalty or being encouraged to access other resources without fear of stigma.
“If you have anxiety or depression, it’s an invisible disability. But people don’t want to miss work.”
“People are more vulnerable to the negative impacts of stress outside the workplace if they don’t have posi- tive relationships at work,” she said, noting that conver- sations around these issues — followed, again, by real action — benefit everyone. “It increases retention, and it increases productivity. It’s worth investing in helping them be their best self.”
As long as they’re not abusing the privilege and tak- ing time off every week, Doolin said employees should be able to use paid sick time for legitimate mental-health struggles, and be open about it. And employers need to recognize that it’s tougher than ever to escape the stress- es of life — at home or at work.
“Today, we have cellphones and laptops. Twenty-five years ago, you went to work and dealt with work, and then you went home and dealt with home. Now, every- thing follows you wherever you go. I think it’s important
to recognize that and talk about how we can mitigate some of that. Maybe put in a no-email-on-vacation policy to make sure people get the rest they need. I’m a fan of technology, but it can also be a hindrance.
“Being a leader in an organization that works with people that have mental-health situations, it’s important for us to recognize the need for flexibility,” he added. “Even as a hospital, we still have situations where people can work from home — not direct-care staff, but we’ve adapted to that flexibility. We recognize that employees and employers are in it together. In order to be success- ful, to have great employees, we need to be able to pivot and give them what they need.”
Hendrikse said there’s often a gap between what employers think they’re providing and what employees feel like they’re getting when it comes to resources and benefits, and closing that gap often comes down to sim- ply starting conversations.
“It’s about creating a culture where it’s OK to talk about these things,” she said. “You can have trainings and workshops, provide resources like EAPs, bring in experts. But the supervisor can also have these conversa- tions directly with the team. Make it relatable: ‘hey, this is what I struggle with myself.’ When supervisors are more transparent with their own struggles, when they’re being vulnerable, employees will feel safer sharing.”
There has been an uptick in this vulnerability and openness in organizations since COVID, Hendrikse added, but much more common, even now, is a persis- tent unwillingness to share certain things with the boss.
“It’s seen as a weakness,” she said. “A lot of places are doing better with that, but I think we still have a ways to go.” BW
“If someone
has the flu, you make sure they have days off. Well, if they’re overwhelmed, they should have a mental-health day — a sick day like any other sick day.”
JOEL DOOLIN
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