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MetLife Employee Benefit Trends
5 min read
A mental health crisis awaits, and the resulting productivity and engagement impacts could be severe. But by taking a proactive approach, employers can help employees navigate the challenges of this uncertain time. In so doing, businesses can bolster their post-pandemic recovery, strong as ever.
However, a few barriers stand in the way: like recognition of signs, underestimating symptoms, or, fear of stigma. All the while, the stress of our current moment not only persists—but grows.
That’s why resilience in the workforce is critical. Let’s explore what can help workers manage and rebound from stress and adversity, and how employers can foster resilience in the workplace to drive business outcomes.
Poor mental health has always been directly linked with reduced motivation and employee output.
But now, as COVID-19 impacts workers from every walk of life, this era’s new challenges threaten business health at an even greater scale.
The many stressors of COVID-19 affect employers and employees at an unprecedented magnitude. And yet, employers may not be prepared to manage those impacts at scale, and employees themselves may not know they’re struggling in the first place.
Worse still, stigma holds people back from getting help.
Resilient employees can adapt amid uncertainty and change. They have mental fortitude, remain positive in even the toughest times, and can bounce back more easily from adversity.
They also drive improved worker output and positive morale: Compared to the least resilient employees, the most resilient employees are more likely to be...
These attributes can significantly influence a company’s ability to recover and thrive.
With these new challenges, employers need to take a more proactive and sustained approach to mental health:
Step 1: Make mental health a priority in the workplace and take tangible actions to drive positive holistic well-being.
Step 2: Build an open and supportive workplace culture that addresses mental health problems while also helping preempt them.
Step 3: Create an ecosystem of support programs, from employee assistance programs (EAPs) to voluntary benefits.
Employees with access to EAPs are more likely to be resilient
Employees without access to EAPs are less likely to be resilient
When executed thoughtfully and in an action-oriented way, these strategies can help alleviate stress, improve well-being, and build emotional and economic resilience for years to come.