How can we promote mental health in the workplace? This critical question drives the work of Zhiqing (Albert) Zhou, PhD, an associate professor in the Department of Mental Health, and Lawanda Lewis, an HR Business Partner overseeing multiple academic departments at the Bloomberg School. Dr. Zhou investigates the impact of work-related experiences on employees’ health, well-being, and safety. Meanwhile, Ms. Lewis assesses the mental health needs of employees and evaluates the effectiveness of workplace wellness programs.
This Mental Health Awareness Month, they discussed the intersection of research and practice, exploring program implementation and identifying areas for further study to enhance workplace mental health management.
The Rise of Hybrid Work
Lawanda Lewis: Post-COVID, work modalities have shifted significantly, with hybrid work becoming the norm. What approaches can organizations take to promote mental wellness in a hybrid workforce?
Albert Zhou: Hybrid work offers benefits such as increased flexibility, autonomy, reduced commuting time, and better work-life balance. However, it can also lead to feelings of loneliness, isolation, stress from shared spaces, and the pressure to always be available. Our 2022 study in the International Journal of Human Resource Management found that workers’ mental health suffered when they felt too closely monitored by their managers.
To address this, managers should receive training to support and communicate effectively with hybrid and remote workers, offering flexibility and control over their schedules. Social and emotional support from coworkers and supervisors is crucial. Ensuring that employees can ask questions, connect with colleagues, and access resources regardless of their work location is essential. My collaborators and I are working on better management practices for hybrid work to maximize its benefits and minimize negative mental health impacts.
The Four-Day Work Week
LL: What has recent research revealed about the mental health benefits of transitioning to a four-day work week with no pay reduction?
AZ: Although more research is needed, initial studies and pilots in several countries have shown increased productivity, better work-life balance, and reduced stress and burnout. However, challenges such as scheduling conflicts and the potential for increased workload on other days must be addressed. The four-day work week might be easier for office workers to implement but poses difficulties for less flexible industries like healthcare and blue-collar jobs. More research is required, particularly involving HR professionals, as they are crucial in implementing these changes and ensuring they work as intended.
HR Programs for Mental Health
AZ: Can you share examples of programs you’ve implemented to promote workplace mental health?
LL: One of our key programs is the Johns Hopkins Employee Assistance Program (JHEAP), offering confidential counseling, resources, and referrals for personal and work-related issues. We’ve also implemented flexible work arrangements and wellness programs, including meditation and yoga classes, premium memberships to stress-reduction tools like the Calm app, and the Healthy at Hopkins Wellness Initiative hub.
Our leadership training raises awareness of mental health and unconscious bias, helping supervisors manage employee stress and create open dialogue about mental health issues. We aim to foster a psychologically safe work environment through these initiatives.
Effective Mental Health Programs
AZ: Offering a variety of programs is excellent for addressing different needs and creating psychologically safe relationships. What has worked well among your programs?
LL: Our Employee Assistance Program has been particularly effective due to its adaptability to changing work setups and employee needs. Flexible work arrangements have also been successful, allowing employees to balance personal and professional responsibilities. Our supervisor training helps managers provide fair leadership, open communication, and timely feedback, which employees appreciate.
Ongoing Mental Health Topics
AZ: Lack of recognition can negatively impact productivity and mental well-being. Are there other workplace mental health topics that HR professionals are currently interested in?
LL: Reducing stigma and promoting open dialogue, especially between supervisors and subordinates, is a key focus. What should organizations consider when managing these relationships?
AZ: Supervisors play a vital role in employee mental health. Research measures specific supervisor behaviors, such as subtle rudeness or inattention, which can affect well-being if experienced regularly. It’s crucial to gather and combine employees’ perceptions from multiple sources for a more accurate reflection of supervisor behaviors. Building an environment where people are mindful of their behavior and impact and openly discuss mental health is essential.
Future Directions
LL: Reducing mental health stigma is important, but handling protected health information is challenging. We are learning how to support employees who need accommodations.
AZ: It’s encouraging that HR prioritizes workplace mental health. The research is still evolving, and there is much to learn about fostering open communication for better support. As a researcher, I aim to provide evidence to help teams like yours implement and support employee health and well-being effectively.
