How to Support Employee Mental Health: A Winter Wellness Guide for Business Leaders
As the winter months settle in, many of us experience changes in our mental health and well-being. Between the post-holiday blues, cold weather, shortened days, and different viruses that often occur during this time of the year, many people report not feeling like themselves and experiencing symptoms that range from fatigue and irritability to depression and anxiety.
Winter can be particularly difficult for employees who suffer from Seasonal Affective Disorder (SAD), which is thought to occur due to the shorter days of winter triggering chemical changes in the brain. This disorder affects millions of Americans each year, and 4 out of 5 of those who suffer from SAD are women. The winter months can make other mental health conditions, such as depression or OCD, worse, too.
As a business owner, it’s important to remember that your team is not impervious to the challenges accompanying the winter months—but there are ways you can help your team from struggling and burning out during the winter, too. In this blog, we share our insights into how you can help your team thrive this winter.
1. Recognize Signs of Mental Health Struggles
As an employer or leader, you are in a unique position where you have regular visibility into the lives of your employees. You can often notice when changes occur in their moods, productivity levels, and so on. It’s important to take shifts in your employees seriously and foster open communication with your team, letting them know that if they are struggling, help is available. A few key signs to look out for are:
- Mood and behavioral changes (e.g., anger, sarcasm, cynicism, etc.)
- Energy changes (e.g., sudden low energy, fatigue, or exhaustion)
- Difficulty concentrating or focusing on day-to-day tasks
- Motivational changes, including underperformance, lack of motivation, and disillusionment
Remember that these signs don’t necessarily indicate a serious mental health condition, but they can signal that an employee may need additional support. We encourage business owners to create environments where their team feels comfortable discussing their challenges early on to prevent more serious issues from developing.
2. Promote Resources
As a leader, investing in your employee’s health and well-being is crucial, and supporting their mental health requires more than acknowledging their challenges—it needs concrete resources and support systems. Depending on the size of your organization, here are a few resources you could provide as an employer:
- Employee Assistance Programs (EAPs): These third-party programs offer various forms of support for your employees to access via phone or online.
- Therapy: Today, therapy is accessible in person and online. Employers can partner with therapists to offer therapy to their employees and encourage them to use work time for their sessions.
- Mental Health Workshops: Organize a session with a reputable organization or mental health professional who can share the signs and symptoms of SAD and burnout.
- Wellness Initiatives: These resources depend highly on your unique work model but could include a meditation space, free yoga classes, well-being apps, etc.
3. Encourage Work-Life Balance
Work-life balance is essential year-round, especially during winter when your people may need extra care. One of the best ways you can promote work-life balance is through flexibility. A few examples of how this may look in your organization are:
- Remote work
- Flexible hours or shifts
- Additional PTO
- 4-day work weeks
- Additional breaks throughout the work-day
While implementing each of these options may not be feasible for every organization, even small steps toward flexibility can significantly affect employee well-being. The key is finding solutions that work for your business needs and your team’s mental health.
4. Create a Culture of Support
Perhaps most importantly, maintain ongoing conversations about mental health with your team. Create an environment where employees feel safe discussing their struggles and seeking help. Sometimes, the simple act of checking in regularly can make a profound difference.
Consider implementing supportive practices such as these:
- Regular one-on-one check-ins
- Anonymous feedback channels
- Team wellness activities
- Clear communication about available resources
Building this culture of support takes time and consistent effort, but the impact can be transformative. When employees know they work in an environment where mental health is prioritized and understood, they’re more likely to seek help early and support their colleagues in doing the same.
Closing Thoughts
Investing in employee mental health isn’t just the right thing to do—it’s a strategic business decision that yields measurable returns. A recent Forbes article shares how organizations that prioritize employee well-being experience increased productivity, retention rates, and corporate reputation and reduced absenteeism and healthcare costs.
Now is the time to create your organization’s wellness program if you don’t already have one. These winter months are challenging for mental health, but the support you offer as an employer can make all the difference in business continuity and team performance this winter.
If your organization needs help creating a workplace wellness program, please contact us at info@bergerhrsolutions.com or (410) 695-9888. We’re here to help your organization foster a commitment to wellness that lasts beyond this winter season.
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