Are You Looking at Employee Well-Being Holistically?

October 10th is World Mental Health Day, and this year at Berger HR Solutions, we’re thinking about the word ‘holistic.’

All too often, workplace wellness conversations separate mental and physical health. Physical health gets gym discounts and team walking challenges. Mental health gets a resource list. When someone experiences a physical illness, we may not consider how that affects them mentally, and vice versa. 

But we all know how intertwined mental and physical well-being can be. Lack of sleep leads to trouble focusing, irritability, and stress. Ongoing stress can contribute to frequent colds, flus, and headaches. And those struggling with physical pain may withdraw or start to have erratic hours, and may also experience insomnia, anxiety, or depression. 

Most of your employees’ health concerns are out of your control. But if you can create a workplace that fosters holistic employee well-being, your staff will be overall happier, healthier, and ready to work when it matters. Plus, research shows that when employee well-being is low, so are productivity and engagement. Burnout and turnover increase as well. 

Here are practical steps you can take to support both mental and physical wellness at work. 

A Quick Self-Assessment for Business Owners & Managers 

Take a moment to reflect on your business’s current wellness practices and habits: 

• Can employees take time for a doctor’s appointment without falling behind or feeling guilty?
• Is the workload realistic enough to leave room for a full life outside work?
• Do people feel too exhausted by the end of the day to exercise, cook, or take care of themselves? 
• Do your benefits support both physical and mental health, and do employees know what’s available?
• Do your managers know their team members as people, not just as roles?
• Does your culture reward overwork and expect “above and beyond” as the norm? 

If any of these questions gave you pause, that’s alright. That’s normal and a good place to start. 

How to Initiate Conversations on Employee Well-Being 

If you notice a change in your employee’s behavior and performance, pause to consider if something could be going on. If they’re running late when they were previously punctual, suddenly seem easily irritated, or are making new mistakes, they could be struggling mentally or physically. 

We aren’t suggesting you act like a therapist to your team. In fact, you should not name any diagnoses or treatment plans, or make anyone feel like they need to tell you their personal information. 

However, if you are concerned that an employee is going through a tough time, mentally or physically, here’s an idea of what to do and say next. 

Check In Privately 
In your next one-on-one, say, “I’ve noticed you seem a little tired/stressed/off lately. How are you?” to open the door. If they dodge the question, don’t press. Let them share as much or as little as they’re comfortable with. 

Let Them Know They Aren’t Alone
Share your own experiences to show they aren’t unusual for feeling overwhelmed or exhausted. Say, “I’ve been a little stressed with all of the recent changes. How are you feeling?” 

Listen. Don’t Rush to Solve 
You don’t need to swoop in with a solution. In fact, if someone is dealing with major stressors at home, pithy suggestions like “Take a walk” or “You’ll be fine” may make the person feel worse. Instead, let your employee know you see them and you care. Listen to them, and follow up with an honest reflection, like, “That sounds really hard.” 

Offer Flexibility If Possible
Offer a schedule adjustment, a lighter workload week, or time for an appointment to help your employee get through this difficult time. 

Share Private Support Options
Not everyone feels comfortable confiding in their manager. Offer confidential options like an Employee Assistance Program (EAP), HR partner, or outside resource. 

Follow Up
Don’t let your employee think you forgot or don’t care. Check back in a week or two to show your concern is genuine. 

What Not to Say  

We wouldn’t recommend anyone follow a script when checking on an employee. Speaking naturally and from the heart is always best. That said, there are some things we warn against saying during a wellness check-in. 

Don’t Steer Into a Performance Evaluation 
If you’ve met with an employee to ask about their well-being, try not to direct the conversation towards KPIs, deadlines, or missed goals. The aim of this chat is to determine whether your employee needs support. Saddling them with guilt or stress about performance may only make their situation worse. Keep evaluations to your regularly scheduled performance reviews. 

Don’t Dismiss or Minimize 
Bosses often mean well when they say things like, “We all go through tough times. You can get through this.” If you’ve said similar sentiments before, it’s understandable; you likely wanted to inspire and motivate your staff. 

But you don’t fully know what’s going on with your employee’s life at home or how their health is affecting them. Instead, listen and validate their experience. Supportive statements like, “That sounds really challenging,” or “That must be a lot to handle,” make people feel understood. 

Don’t Manage the Situation Alone 
If your employee may be at risk of harming themselves, or if they need medical support, do not try to handle the situation by yourself. Don’t tell your employee, “This will stay between us,” and leave it alone until your next talk. 

Follow your organization’s safety procedures and contact your HR representative. An Employee Assistance Program (EAP) offers confidential third-party support that helps people navigate grief, major life changes, stress, burnout, addictions, and other problems that make daily life harder to manage. 

Small, Impactful Habits to Create a Healthier Workplace 

Supporting your team’s mental and physical health doesn’t have to be a major HR program. It can appear in everyday habits, including: 

• Leaders who set an example by taking their own PTO, lunch breaks, and unplugging after hours 
• Encouraging real lunch breaks away from the desk 
• Providing ergonomic chairs, desks, and computer accessories to prevent aches and pains 
• Opening the blinds; natural light is key to mental well-being 
• Walking meetings or short movement breaks during long meetings 
• Respecting work-life balance and not messaging/emailing off-hours 
• Celebrating life outside of work, like new marriages, babies, vacations, or milestones 

When someone on your team isn’t taking breaks or frequently sends emails over the weekend, gently remind them to take their time off. Make sure people don’t feel they need to work late or over the weekend to reach their deadlines. If they do? Reexamine your current workload allocations. 

If someone insists they’re a night owl and prefer working late, let them. But ask them to schedule their emails and Slack messages to avoid disturbing the rest of the team. Encourage your staff to pause notifications after hours to fully rest and recharge. 

You Don’t Need to Have All the Answers 

We know it can feel overwhelming. You’re managing a business, and now you’re also trying to notice when someone is having a hard time. The good news is that caring about your team doesn’t mean you need HR expertise. It starts with paying attention and making it easier for your staff to care for themselves. 

When you are ready for more support, Berger HR Solutions is here to help you assess where your employees’ wellness stands, train management, and build a plan that fits your business. 

Contact us at info@bergerhrsolutions.com or 410-695-9888 to get started.