Supporting Employee Emotional Health and Well-Being for High-Risk Occupations

During the Covid-19 and subsequent variant pandemic conditions, many people have put their lives on the line for the sake of others’ well-being. From medical professionals and first responders to teachers and retail workers -- these brave and dedicated individuals have chosen high-risk occupations that impact them on a personal level daily.

What can employers do to relieve the pressure cooker of continuous stressful situations? 

Determining those most at risk

The University of California, San Francisco released the results of a study to determine the most at-risk careers in CA during the pandemic. Researchers found those who worked in the food processing and agriculture fields were at the highest risk for illness and death as a result of Covid-19. The jobs with the highest rate of mortality include those that are involved in cooking, packaging, and miscellaneous agricultural and food handling jobs.

Interestingly, jobs in transportation and logistics were in the secondary category of risk with shipping and receiving personnel making out 3 jobs picking up the jobs that were at most risk for death during the Covid pandemic. Of course, we cannot forget the other areas at risk including those in health care, retail, and humanity service community service areas.  

On top of this, more people are experiencing high levels of stress and depression as a growing problem. According to Kaiser Family Foundation (KFF), “During the pandemic, about 4 in 10 adults in the U.S. have reported symptoms of anxiety or depressive disorder.” This is up from 1 in 10 as reported just before the pandemic started in 2019. Young adults (18-24) have been hit the hardest by university closures and loss of income, with more than half (56%) reporting problems with mental health.

Why should employers be concerned about the mental health of employees?

As an employer, there is a lot at stake when it comes to employee well-being. When employees are happy and healthy they can focus on being their best at work. Employees who are suffering from anxiety and depression may lack the level of interest needed to stay connected and productive. This reduces profitability, teamwork, and retention significantly. 

In many of the high-risk jobs mentioned above, and in others that involve working with the public, there are often cultures where talking about stress and depression is discouraged. It can be viewed as a sign of weakness to admit one has such problems. While it’s expected that there are going to be industries impacted by stressful conditions and risky circumstances, employees often feel like they are directly to blame because “they chose their career path”.  

The healthcare system often isn't much help either. People who have excessive stress or depressive thoughts are told to find ways to reduce stress on their own, or to head for the emergency room for care, which can result in a stay in a psychiatric facility -- none of which helps their career. Millions of people are on antidepressants, yet they still do not feel like they are getting the help they need to overcome these issues. It becomes a vicious cycle for many.

Employers can do their share to ensure that employees have the resources and support needed to remain mentally and physically well, even when things are uncertain.

Managing employee mental health and wellness 

How can you ensure that your employees have the support and access to resources that they need to cope with high levels of stress and other aspects of risky work environments? 

Employers must take responsibility for at least providing the right outlets and professional support they need in these positions. Under Occupational Safety and Health Administration mandates, employers are required to provide a safe and secure work environment for all employees. While it is not implicitly stated that support for mental health and stress equates to safety in the workplace, consider the outcomes when an employee has an outburst or becomes violent because he or she does not know how to cope with increased stress levels. 

Also think about the fact that employees who are depressed, especially those who may be working remotely and don't have that day-to-day contact with their peers, can simply just fall off the face of the Earth with no explanation. This is not a position that any employer needs to be in trying to decide what to do for an employee who may be in a country on the other side of the world and not knowing their status or if they're okay. All employers must have a plan to support the well-being of all of their employees no matter where they work or what type of work they do.

Here are some suggestions for providing a safety net for your employees to help manage their Mental Health and Wellness.

#1 Create accessible support

Employees who are dealing with stress or mental illness symptoms need support that they can access when they need it. Make sure you have channels available that employees can access at any time.

 #2 Encourage frequent communication

Communication should take place between employees and employers. Anytime a change is occurring, this needs to be communicated. Make it a point to bring up the importance of employee wellness and what the company is doing to support this goal. Use Employee Engagement tools to evaluate if employees are connecting with this messaging. 

 #3 Be Interventional

Employees who are suffering from low feelings may also be equally less productive than their peers. While this can be attributed to performance issues, one must also consider that an employee may need to talk with somebody to work out a plan for their well-being. Train managers to look for the signs of depression and other forms of mental illness so that they can intervene compassionately. Employee engagement metrics can also provide insight into specific areas or teams that may be struggling. 

#4 Create a Culture of Wellness

Make employee wellness a core value in your workplace. Encouraging the physical wellness of employees can also help boost their mood and help them overcome any challenges they may have in their emotional life. Make an environment that is positive and supportive of every individual's need for well-being.

#5 Make it safe to talk about mental health

When employees do not feel judged or threatened by the idea of talking about their health needs, things are much more pleasant in the workplace. All managers should learn how to treat employees with compassion and respect. Provide resources for employees to inquire about help if they need it with a secure and confidential communication system.

As we face the unknown in the pandemic battle, remember that employees are struggling in many ways and need as much support as possible to stay engaged and productive at work. An understanding and compassionate workplace with resources not imposed on employees but available when they need it is the recommended course of action. 

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Thymometrics provides tools that improve employee engagement whether in the office or working remotely. Through real time, always-on surveys and feedback solutions, we provide revolutionary yet simple tools to empower employees and monitor wellbeing whilst providing managers with deep and useable insights to improve business culture, productivity and profitability.

For more information, please call 01223 750251, email hello@thymometrics.com or visit thymometrics.com.

Photo by Patty Brito on Unsplash