Employers have a lot to balance right now. While good talent remains hard to come by in the wake of the “great resignation,” a potential looming recession means tightened budgets and lean operations. It’s not an exaggeration to say that the whole world is in a heightened state of anxiety, and employers are left with tough decisions and an unprecedented need to hold on to their best employees, all while those employees face stressors and challenges of their own. 

On one hand, it’s important to offer a competitive benefits package to draw and keep high-value yet affordable employees. On the other hand, competitive benefits and salaries drain the budget and still don’t provide a complete guarantee that the best employees will stay and work to their full potential. 

Ultimately, a company’s bottom line is intrinsically tied to employee holistic wellness, happiness, and mental health. 

We recently collaborated with the Minnesota Vikings and mental health professionals and advocates to conduct a panel discussion on mental health and its importance in a comprehensive benefits offering. 

Panelists included Dena Bravata, MD, Co-Founder of Lyra Health, Lindsey Young, Staff Writer and Editor at the Minnesota Vikings, Vikings Linebacker Eric Kendricks, and our own Kendra Ripp, DNP, VP of Clinical Services here at Nice. Below are some great tips we heard from the panel for employers who seek to support their teams with compassionate leadership and great benefits while controlling costs:

1 - It’s important to prioritize mental health in the workplace.

Employers care about employees’ health because it’s the right thing to do. But missed work also impacts a company’s bottom line, as do increasing healthcare premiums and claims costs. And mental health spending is increasing more quickly than the rest of healthcare. Savvy employers will identify mental health as a priority in the workplace and take action.

2 - Re-evaluating mental health benefits is a great place to start.

Think about what you’re currently offering for mental health. Is it part of your standard health plan offering? Do you offer an employee assistance program (EAP)? Is it part of both? What does it cost your employees to use the benefits you offer? You may not even know the answers to those questions. If you don’t it’s a safe bet your employees don’t either. 

Mental health services are often buried in plan details, and employees may not even know where to start looking to find them. If you’re not offering sufficient mental health benefits, it’s time to evaluate solutions.

3 - Employees need and appreciate a culture of support.

During our panel discussion, panelist Lindsay Young shared her personal mental health story and how two employers created vastly different experiences for her. At a previous employer, Lindsay had bravely opened up to a manager and explained that she had been experiencing feelings of anxiety. She was told in response that she shouldn’t expect any “special treatment.” The experience left her fearing for her job. Thankfully, in her new role with the Vikings organization, Young shared that a culture of support has helped her flourish in her role, contribute to the organization meaningfully, and feel that she and her colleagues are free to support each other. 

Management that simply listens, cares, and offers support and resources is incredibly powerful. Leadership teams should lead by example, share their own struggles, and discuss mental health openly in team meetings.

4- Focus on prevention, awareness, and whole-person health for the best results.

Preventive mental health services shouldn’t just be available; they should be promoted and discussed openly. Employers should understand that (whether they like it or not), they serve as gatekeepers to wellness, including mental health support. 

While company-wide step challenges, recipe exchanges, or weight loss challenges have been prolific for years, company-wide mental health promotions and activities remain largely absent. Employers who speak freely about the prevalence of mental health challenges, and who proactively promote resources and self-care will see happier, more productive employees. 

Furthermore, those with physical health conditions are more likely to face mental health challenges and vice-versa. Advocating for whole-person care is a simple way to impact healthcare costs company-wide. 

5 - Understanding the employee experience is paramount.

While it may seem silly, a lot of benefits portals have strange names or login requirements and then require patients to know the right words for what they’re looking for. Many patients don't know whether they need a psychologist, a psychiatrist, or a social worker. They don’t know if they need medications or what medications they might be. They may not even know whether to use their HR benefits portal, a health insurance portal, or myriad other tools to find what they’re looking for. 

Physically go through the steps of obtaining mental health services so you know how to guide your employees. 

Most importantly, simply prioritize mental health at your organization. 87% of employers are prioritizing mental health services. Be a safe space for your employees, and ensure they know how to take the first step in their mental health journey. 

You can watch the full video here, or reach out to the Nice team any time with questions!