My editor has been removing “now more than ever” from my draft emails and articles for months. “It’s overused,” she says, “and a lot of things aren’t actually ‘more than ever.’ ”
But when I wrote, “Now more than ever, organizations need to support their employees’ mental health,” I didn’t see the usual strike through. “That one is absolutely true,” the editor said. So . . .
Now more than ever, organizations need to support their employees’ mental health. As a global community, we have been living with prolonged fear and anxiety, loss, isolation, and stress. Employees don’t leave those feelings behind when they sign in for the workday. Organizations can shape the employee experience to help people feel cared for, safe, and supported.
At Citrix, we choose to prioritize mental health and well-being because we care for our colleagues as human beings. It’s simply part of our values. When we design programs and experiences that improve mental health, employees are more likely to be engaged, innovative, and collaborative, and to achieve results. Ultimately, what’s good for people is good for business.
So even though having a resilient workforce can be a competitive advantage for a company like Citrix, we want to share what we’re doing because we want resilient communities, too. May is Mental Health Awareness Month (MHAM), and here are some of the things we considered as we designed our program.
Offer Variety
Don’t design for the “typical employee.” This month is not the time to look for common denominators. Individual needs and circumstances vary greatly when it comes to mental well-being, and we want to meet as many of those needs as we can. We’re offering employees a menu of activities so they can choose the ones that are relevant to them. One person might be most interested in a session on supporting their children’s mental health while another might be drawn to a webinar about improving sleep.
Rely on Experts
Give employees access to experts who can answer thoughtful questions, know the science or psychology, and can show up with authority and authenticity. Attendance usually correlates to speaker credibility. For example, we’re excited to host Dr. Amit Sood, executive director of the Global Center for Resiliency and Wellbeing, to lead his stress management and resiliency training for our employees.
Talk about the Taboo
Some of our most meaningful programs are the most daring. We have employees willing to share their stories about recovering from trauma, managing mental illness day to day, or post-partum depression. When they share challenges that others can’t see, colleagues dealing with the same challenges will know they are not alone. To wrap up MHAM, a few of our executives and colleagues will lead a Daring Dialogue session about mental health to increase awareness and spark deeper conversations.
Promote Mental Health Resources
The “A” in MHAM is “awareness” — to educate the public so they better understand mental illness. In your organization, it can also be about awareness of resources. It’s a great time for organizations to remind employees about programs that are available year-round. We want Citrites to know that they always have access to free counseling through our employee assistance program. They can participate in mindfulness sessions a few times each week with our Thrive group, or join the Enabled employee resource group that promotes the awareness of diverse-abilities, including physical disabilities, neurodiversity, and mental health in the workplace.
Listen
We can all learn more this month. Even though I lead our well-being programs, I know I will learn from employees during MHAM. I’ll also listen for themes or common challenges to identify areas that may need more focus and support.
Let’s all use this month to remove the stigma around mental health, strengthen our resilience, and enhance our communities’ well-being, so we can all bring our best selves to our work and our lives.
