Mind Your Business: How Overlooking Mental Health Hurts Your Bottom Line
By Lori Vann, MA, LPCS
It’s taboo. Secretive. Embarrassing. But if your company does not address this need, it can cost your business, your team members, your family, and even your clients time, money, energy, reputation, health, and maybe even a life.
Your company needs a solid foundation for its success. And that solid foundation begins with a blueprint of wellness that reduces the stress fractures as you grow your company. Unfortunately, some companies are either unaware of their potential vulnerable spots or they try to use duct tape to do an emergency repair hoping that it will hold for just a little bit longer.
Your business’s financial health is directly connected to your team’s health. Your team’s health and the prevention strategies that you put in place are part of laying a solid foundation. If you or your team are not healthy, then your bottom line will be negatively impacted. Put simply, your business’s health is its wealth.
Oftentimes, businesses will say that they do not have the funds to provide psychological and physiological resources. However, let’s consider the following question. Which is more cost-effective being proactive – by putting resources and strategies in place before an employee emergency occurs – or being reactive?
It isn’t to say that every time there is an unanticipated situation with a team member it is going to cost your company a significant amount of money or reputation, but it will create some level of stress. Stress that you feel as a C-Suite member, a director, a manager, or an entry-level employee. Stress can have a ripple effect throughout an organization. It can be felt when you enter into a building. Stress is cumulative. Eventually, the stress will build and it will negatively impact your bottom line.
Now imagine the relief that you feel knowing you have provided the resources and support that your team needs to help keep them at work and not on disability, to help keep them focused on their task instead of making costly production mistakes because they’re distracted, and in a better mood that translates into more pleasant customer service experiences that can lead to building a reputation as a company that the community wants to do business with and future team members want to work for. Did you feel your stress level go down a bit as you imagined that scenario?
During a time when attracting and retaining quality team members is critical for companies, it is important to note findings from an article in Penn Foster for Organizations (January 4, 2024), that “Data suggests a 40% increase in job burnout in 2024. 81% of employees expect companies to implement mental health initiatives in the coming year.” (Ambrosio)
In November 2022, Gallup.com reported that nearly one-fifth of U.S. workers (19%) rate their mental health as fair or poor, and these workers report about four times more unplanned absences due to poor mental health than do their counterparts who report good, very good or excellent mental health. Projected over a 12-month period, workers with fair or poor mental health are estimated to have nearly 12 days of unplanned absences annually compared with 2.5 days for all other workers. Generalized across the U.S. workforce, this missed work is estimated to cost the economy $47.6 billion annually in lost productivity (Witters and Agrawal).
Burnout can take many forms from panic attacks, physical ailments, chronic sickness requiring doctor visits, depression, procrastination, substance misuse, tardiness, or quiet quitting.
There are several consequences of a team member going on disability. First, their work will need to be transferred to another team member. This added work in addition to the current assignments creates additional stress and pressure for that individual, which in turn can increase their risk of burnout. The work that has been delegated to another employee may be delayed, which could create frustration with a customer. Another possibility is that mistakes are made during that task which can lead to a customer becoming upset and then additional time spent trying to correct the mistake. Mistakes cost money and impact the reputation of the business. Decreased productivity goes with decreased revenue.
To be clear, it isn’t only employees who are struggling. An article in Inc. magazine found that 75% of business owners are concerned about their mental health issues and 56% of those owners have a diagnosable illness that includes depression, anxiety, or another stress-related issue (May 18, 2023).
Whether you are the founder of a start up small business with a few team members or the CEO of a billion dollar international company, it can be challenging to ask for assistance or take time to conduct self-care. There are several possible reasons as to why guidance, help, or vacations are not more actively pursued. It could be that there’s a belief that they should have all of the answers and be able to handle everything on their own. Maybe a belief that asking for help is a sign of weakness and it could negatively affect how they are perceived by others. Or they may not realize that their mood has changed and that they are responding to people differently than they used to; when changes gradually happen over time, we grow accustomed to the stressor and no longer realize its impact on us or others.
So what are some of the signs that may indicate that stress is taking over, burnout is moving in, a business is going to be adversely affected, or there’s a higher risk of becoming a nightly news story?
These are some of the signs and symptoms that may appear in the workplace:
- Decreased attention to details, which may lead to making mistakes
- Decreased concentration, easily distracted
- Late to work
- Forgetful
- Irritable
- Easily angered with or without provocation
- Nervous energy, jittery, repetitive behaviors
- Decreased energy
- Obsessing/ruminating, “what if’ing”
- Micromanaging/need for control
- Panic or Anxiety Attacks
- Overwhelmed
- Tearful with or without known provocation
- Detaches, disconnected, isolating
- On edge, hypervigilant
- Jumpy, easily startled
- Change in eating habits
- Change in Sleeping habits, such as insomnia or hypersomnia
- Use of substances as a way to “cope” with life, an increase in smoking or drinking
- Slurring speech, droopy eyes, red eyes, difficulty with communication
- Change in appearance—unshaven, uncombed hair, disheveled clothing
- New avoidance of certain people, places, foods, being touched, jokes, etc.
- Discussion of death
- Noticing new injuries of scratches, cuts, bruises, burns, skin picking
- Feeling sad or hopeless
- Feeling emotionally numb
If you believe that either you or someone you know is experiencing a few or many of the above symptoms, then it is important to not ignore what’s going on. While everyone has a “bad day” where they feel discouraged or frustrated, those feelings usually remit within a few days. However, if someone is experiencing these symptoms for a week or longer, and especially if the intensity is increasing during that time, then it is time to intervene. Hoping that the symptoms go away is not a viable option and usually leads to more problems.
How do you approach someone that may be experiencing a health situation?
The answer depends on the nature of the relationship that you have with that person. If they are a peer that you have had social interaction with or have previously shared personal information with, then you can approach them in a calm, non-confrontational, non-judgmental manner with your concerns. Then, allow them to talk without interruption. This conversation may not be one that you can easily have during the lunch hour, so watch the timing of when you initiate it so it does not feel rushed.
If you do not know the team member that well, but you know of someone who does, then you may want to have an informal discussion with that party regarding your observations. The individual and you can then decide on the next steps.
However, if have not seen that team member interact with peers or have an affable relationship with their supervisor, then evaluate the options that Human Resources provides. Do they have a way to make an anonymous report? Are there EAP or other resources that are available to the team? If so, could those be emailed as a memo so that it isn’t singling out anyone?
Each situation is unique, so these are general guidelines. The best time to address potential issues is before the issues arise.
What do you do if you are experiencing a health situation?
First and foremost, you are not alone. It is estimated that in any given year that between 3.5 to 5% of adults in America have PTSD and “a recent study by Gallup showed that 29% of Americans have been diagnosed with depression during their lifetime” (Santilli, 2023). You are NOT alone! It does not mean that you are weak, defective, broken, or “less than” because you are experiencing challenges. If you have lived long enough, you will encounter something traumatic and it will have an impact on your life.
Consider these numbers from a 2022 survey that was cited on onemedical.com:
Employees’ poor mental health is taking a toll on their productivity: 64% of workers said they’re struggling with mental or behavioral health issues. 91% of these employees said they’re less productive due to their mental or behavioral health issues, with 45% reporting a productivity loss of more than 5 hours a week.
Find out what your insurance plan and company offer as mental health benefits or supports for healthy living. Do you have EAP benefits? Does your company have an educational portal filled with coping skills, tips, or referrals? Some EAPs provide benefits that range from coaching and counseling services to nutrition, caretaker support, legal aid, retirement planning, and more.
While going into an explanation as to what to look for in a coach versus counselor, the terminology used, and what takes place during the first visit is an article in itself, here are some quick tips.
First, find out if your insurance covers behavioral or mental health visits, does the deductible apply, and what is your copay. Second, identify the goals that you have for the visits. Third, when you think about the type of individual that you tend to feel the most comfortable speaking with regarding personal information, is it someone of the same sex or different sex? Does ethnicity matter? Do you want someone with similar religious beliefs? Are there certain days or times that you need for visits? If you would like additional questions to ask, you can contact the author for more suggestions.
As a business, if you want to be a place where people want to work and do business with, then here are some tips that can reduce your risk of your team going on disability, having an accident, giving poor customer service, turnover, making costly mistakes on their tasks, decrease productivity, or ending up as an unfortunate news story. Consider the impact that has on a team’s morale when someone leaves on disability, quits, is let go, or is in trouble with the law. Another team member has to take up those projects and try to accomplish more tasks in the same amount of time. This can lead to that team member experiencing burnout.
And what about the impact of the death of a team member? Whether or not it was an accident, suicide, or natural causes, it can have a profound impact on the individuals in that department. Is there a risk that a team member will want to leave their job because it is too painful to stay in that same department? What if there is an employee who was already struggling with depression, could someone’s death increase those thoughts?
Pro-Active Steps
In the OneMedical.com article, “97% of HR leaders agreed that providing healthcare benefits that are high-quality, patient-centered, and a good value increases job satisfaction, employee engagement, and their ability to recruit and retain employees” (2022).
In November, the U.S. Chamber of Commerce’s survey found that “Ninety four percent of employers report making new investments in care for mental health and substance use disorders” (2023).
If you have a small business that does not have an HR department, you may ask where do I start? The Chamber of Commerce is a great starting point because there may be a member who has a business that can assist you with setting up programs. Other members can provide employee education on stress management and burnout prevention, counseling or coaching services, nutrition, or healthy catering of events. Once a month other members could provide holistic services for the team to show appreciation and reduce stress.
The next recommendation falls in line with the “Ask, Don’t Assume” category. Different departments and different positions require different approaches because they have different needs. A one size approach does not usually work well with any team that has 15 or more members, much less 100 or more. While some individuals will not share their thoughts no matter what you do, there are those who can be encouraged to share their thoughts that may have been hesitant to in another forum. If we have learned nothing else from social media, it is that people like to post anonymous comments and, when they do, they tend to be more forthcoming with their opinions. Developing a feedback system where the team feels safe in sharing their thoughts is key for any progress to be made in creating an environment where people feel heard.
If your business uses or refers to community resources, invite them to Meet and Greet events with your team. This helps to build a relationship between your employees and the providers. When people are able to ask questions and “put a face to a name”, then people become more open to using those resources. If possible, have the meetings in person and not online. Individuals are less likely to ask questions on a Zoom meeting but may feel comfortable if there is a quiet area to speak face-to-face with someone. Finally, when possible, have demonstrations or workshops as part of the “get to know your resources” event.
This leads to providing workshops that are tailored to the needs of your particular organization and its departments. It is preferable to have these events in person, as many individuals who sign onto video calls will turn off their camera to continue to work on a project and not listen to what is being said. There is a different type of connection that occurs between the audience and the speaker when it is a live event. Attendees tend to be more focused, and it is easier for the speaker to “read the room” and adjust the event appropriately. A live, in-person event allows for more interaction between the attendees and this, in turn, also helps to build rapport among colleagues.
For additional suggestions on topics, anyone who has been moved into a leadership position could attend a workshop on how to be a respected leader. Also, assertive communication in the workplace—what it is and what it isn’t can be helpful. Boundaries in personal and professional life is another area that could be beneficial to a company by reducing trips to HR for complaints or burnout.
In conclusion, whether you are part of a small business or a large corporation, there are many resources available to you to help keep you and your team humming along. Remember that your business’ wealth is found in its team members’ health. Investing in your team is investing in your business.
For additional resources, referrals, or questions, contact www.VannWellness.com or info@vannwellness.com
The Chamber’s Working Well in Coppell Committee is excited to launch a new addition to the Chamber’s newsletter and blog – a series of educational articles written by members of our Healthcare Council. The Chamber’s Healthcare Council meets monthly in a collaborative environment where medical practitioners, administrators and experts from diverse healthcare sectors can share experiences and best practices and grow their professional network. For information about joining, contact ellie@coppellchamber.org.
