5 things to consider when creating a sustainable mental health strategy

During the pandemic, many workplaces started recognizing the need for providing their employees with mental health support, and began including perks like free meditation apps, “yoga Wednesdays,” and more flexible time-off policies in their benefits packages. But while these additions have undoubtedly provided value to employees, they’re only the beginning.

Here’s where the real work starts: How do you move from providing your employees with mental health perks, products and programs, to creating a sustainable mental health strategy that’s designed to learn, grow, and adapt along with your team?

From personal experience building Wholebeing, the mental health and wellbeing strategy for Media Cause, as well as my own learning and certifications, I’ve been able to pinpoint five key factors that contribute to building an employee support system that goes beyond the basics.

1. Focus first, and evolve over time

It’s very tempting to want to build a mental health strategy that’s comprehensive right from the start. But before you let your imagination go wild, spend some time getting focused. For example, if a recent employee engagement survey showed that a majority of your team is struggling with energy and motivation, then developing your initial strategy with support that helps folks find their purpose, understand their strengths, and overcome limiting beliefs may be the best place to start. It’s not that you shouldn’t have ambitious goals, but it’s often more manageable to start with a specific focus in mind, and as your efforts start making a difference, map out your next steps from there

2. Provide people with multiple ways to engage

If you’re personally invested in the mental health space, you likely have a strong sense of what supports have been the most helpful on your own journey. But it’s important to remember that what may have been transformative in your life may not work for others. Everyone is unique in what they find most beneficial. That’s why it’s so important to gather input from all the individuals on your team before developing a strategy. Once you’ve identified some key insights or opportunities, be sure to offer multiple ways for people to engage. The more in-roads you’re able to create, the more people you’ll be able to reach.

3. Remember that DEBI and Mental Health are interconnected

While the mainstream stigma around mental health conversations has lessened in the past few years, it’s still an incredibly taboo subject in many cultures and communities. This often leads to a lack of access to clinical healthcare, as well as a lack of diverse representation in employee mental health resources. When people can’t see themselves and their experiences represented, they’re less likely to feel safe participating.  As an employer, you have an obligation to ensure that everyone on your team is heard and provided for. Talk to folks across a variety of backgrounds to better understand their needs and their comfort levels. Find partners, leaders, and trainers who can relate on a personal level. And continue to hold space for employees who may not be ready, or simply may not want to bring that part of themselves to work.

4. Don’t just add supports—remove barriers, too.

Adding supports to your organization is only half the euation. It’s also incredibly important to look at what you can remove from your company’s culture. What processes or policies are getting in the way of your team members feeling a sense of agency, inspiration, or purpose? What unspoken expectations are affecting their sleep, their stress, their personal time? A company can give its employees all the mental health resources in the world, but if its basic operational norms don’t support a healthy state of living, no amount of perks will ever be enough. Building a truly sustainable strategy requires being brave enough to look inside your own walls (and hearts) to see where you may be complicit—and then taking the best next steps to help make things right.

5. Plan for continuous feedback, measurement, and iteration.

With a solid strategy in place, you may feel like you’re ready to launch your new initiative. But before you make a big announcement, make sure that you have a plan for gathering continuous feedback, measuring your impact, and iterating as your team’s needs continue to change. It’s important not to be discouraged if the first resources you offer, or operational changes you make, aren’t an instant success. Building a sustainable mental health strategy isn’t about being perfect, but about creating progress. Take the feedback that’s most relevant, measure participation in your programs, continue to have conversations, and make adjustments as you go. 

The most nimble trees bend in the wind rather than break—and the mental health strategies that are able to bend and adapt are the ones that will have the greatest impact in the long run.