Pedro Canahuati is the chief technology officer of 1Password.
Mental health has become increasingly important in recent years. The acceptance of mental health challenges is becoming less taboo in mainstream conversations, and the importance of addressing mental health in the workplace continues to elevate significantly. Unfortunately, many executives and organizations are still ill-equipped to support their employees through these challenges.
Burnout in a post-Covid-19 world and isolation from remote work are genuine challenges facing today’s workers, particularly impacting women, mid-level employees and young workers. A 2023 Gallup survey found that only 20% of Gen-Zers rated their mental health as excellent, and according to a McKinsey study, 25% reported feeling more emotionally distressed than before Covid-19—nearly double the levels Millennials and Gen-Xers reported.
This places an enormous responsibility on company leaders to recognize the importance of mental health in the workplace.
Old Stigmas Die Hard
The fear of being perceived as “weak” is still stigmatized in the workplace. As a tech executive of Latinx descent, I’ve felt this throughout my career, but I don’t let it stop me from sharing my journey in the hope that it can help others.
I’ve dealt with depression and anxiety throughout my life, stemming from my father’s death when I was younger and life challenges I didn’t address early enough. After years of burying my emotions by jumping into problem-solving mode and distracting myself with the practicalities of daily life, I sought help to learn healthier ways to cope. For example, I talk to mental health professionals, embrace my emotional side and ensure I take care of myself to best take care of others.
Employees are often surprised someone in my position faces these challenges, yet leaders need to realize many employees still worry about disclosing their mental health concerns.
There’s fear that mental health struggles could be weaponized in the workplace. According to a 2024 Deloitte study, 27% of Millennials and Gen-Zers expressed concern their manager would discriminate against them if they raised mental health issues. Other reasons workers may not open up include fears about job security, being passed over for promotions, negative impacts on reputation, privacy concerns and a lack of support from colleagues who are ignorant of mental health issues.
Five Steps Toward Improving Mental Health Understanding And Advocacy Among Executives
1. Don’t Put It All On HR
While HR has more resources, a person’s immediate manager or senior leader is best positioned to identify and assist individuals facing mental health challenges. Unfortunately, a National Alliance on Mental Illness (NAMI) poll found that seven in 10 senior-level employees say they haven’t received workplace training about how to discuss mental health with their teams.
When I see someone on my team struggling, I recognize that I have control over their situation. I can tailor their work and the way I speak to them to suit their mental state, backing off when appropriate and offering words of support to help them through rough patches. It’s important to prioritize mental health like any other benefit provided to employees (e.g., physical and dental).
2. Provide Resources And Tactical Training To Leaders
Today’s managers are expected to lead with empathy and understanding, acting more like mentors than traditional bosses. This doesn’t come easily to everyone, so leaders need training to respond to mental health concerns.
This doesn’t mean a degree in organizational psychology, but leaders should be trained to listen and respond empathetically. Although hearing people’s stories may be difficult, knowing how to respond in the moment is crucial. Three simple sentences can go a long way: “Thank you for sharing that. That must be really hard for you. How can I support you?” Responding this way can help employees feel heard and supported.
3. Remember To Take Care Of Yourself, Too
Pre-flight safety demos remind us to put on our oxygen masks first before assisting others—managers should apply this to mental health. According to a 2022 Future Forum report, 43% of middle managers and 32% of executives are at risk of suffering burnout by taking on too much. Practice what you preach by taking enough time off and setting boundaries to not only prevent your burnout but also ensure your team has an example of setting a healthy work-life balance.
Remember, you can support and empathize with your people, but leave the in-depth discussions to the professionals.
4. Don’t Expect Everyone To Participate And Engage
Even when comprehensive mental health programs are in place, some employees won’t participate. According to NAMI, about half of employees say they would use a free, confidential mental health resource if offered, but that still leaves half who don’t see its value or choose other ways to manage their mental health.
Low participation rates may frustrate executives, but it’s crucial not to abandon these programs. Like implementing a new SaaS tool, executives should roll out these programs with proper education and support to improve adoption.
5. Prioritize A Culture Of Psychological Safety
Workplaces that focus on support, inclusivity and a culture of safety where employees can take well-calculated risks will thrive. Employees should feel safe and supported in the workplace to prioritize their mental health.
Leaders must actively work to create a culture of trust and camaraderie through how they show up for their employees every day.
Continuing The Work
We’re emerging from a moment when mental health was at the forefront of organizational priorities, and we can’t risk sliding back into old routines.
As executives, we must continue these efforts and cultivate a psychologically safe workplace where mental health issues are not swept under the rug. Leaders need to champion programs that create safe spaces for discussing mental health, advocate for care and monitor the impact of mental health on their workforce.
In the tech sector, we often look for technical solutions, but our answers need to be human and fit our company culture. The solution doesn’t have to be perfect today, but we need to demonstrate that we prioritize employee mental health and start implementing simple tactics that workers can genuinely benefit from.
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