You’ll agree with me that the current situation of the country causes more stress and on top on that stress, we still need to work! Life moves on.
April has been recognized as Stress Awareness Month since 1992. In the wake of a global pandemic and changing work dynamics, stress and mental well-being have become urgent concerns. Employers now face a dual challenge: managing a widespread mental health crisis while maintaining productivity and engagement.
At stake is a massive human and financial cost: The World Health Organization (WHO) estimates 15% of working-age adults globally lived with a mental disorder in 2019, with depression and anxiety leading to 12 billion lost workdays and costing the world economy about $1 trillion in lost productivity. Looking closely at the United States alone, nearly 41% of adults have experienced high levels of psychological distress at some point during the pandemic.
A survey of young professionals (ages 22–28) reports that 51% have sought help for mental health issues. Meanwhile, another report states that 73% of employers believe their employees’ social well-being should be a priority in the coming years. This recognition of leadership’s role in workplace wellness is critical, as research demonstrates tangible business benefits: happier employees are 13% more productive, as confirmed by an Oxford University study.
Quick Facts
- Global Workplace Stats: 15% of working-age adults have a mental disorder; depression and anxiety cost 12 billion workdays worldwide each year (WHO).
- Nigeria Stress Levels: Studies highlight the significant burden of stress in Nigeria, with one example being the finding that about 61.97% of healthcare workers report experiencing psychosocial stress.
- Organizational Disconnect: Globally, 60% of employees say their job is the most significant contributing factor to their mental health issues.
- Management Training Gaps: WellNewMe and Dennis Ashley Medical Clinic found that 79% of Nigerian employees were at an increased risk for mental health issues, suggesting that many employers may not be prioritizing employee mental health support.
- Current Practices: Global surveys indicate that only 56% of workers believe their workplace prioritises mental health.
How can employers take action? In honor of Stress Awareness Month, here are five essential strategies compiled by Vanswefitness experts for employers to better support mental health and reduce stress in their organizations.
1. Foster a Supportive, Stigma-Free Culture
Normalize Conversations: Employees should feel safe voicing stress or mental health issues. Encourage open dialogue in team meetings; remind staff that seeking help signals strength, not weakness.
Anonymous Feedback: Use surveys or suggestion boxes to identify stress hot spots while preserving privacy.
Leadership by Example: Leaders who publicly share coping strategies cultivate trust. Over time, such openness reduces stigma and encourages people to seek help earlier.
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2. Offer Comprehensive Mental Health Benefits and Resources
Robust Coverage: Treat therapy and counseling on par with physical healthcare, including Employee Assistance Programs (EAPs) for confidential support.Expanded Options: Some forward-thinking employers now provide mental health apps, virtual therapy, and paid “mental health days.”
Proven ROI: Studies show that every dollar spent on treatment can generate fourfold returns through reduced absenteeism and better productivity (World Economic Forum & WHO).
3. Encourage Work-Life Balance and Prevent Burnout
Policy Backing: Discourage after-hours emails, respect personal time off, and set limits on overtime.
Practical Steps: Actively remind staff to use vacation days; consider “wellness afternoons” or a quiet break room.
Business Benefits: Balanced employees are more creative and loyal, while burned-out teams risk mistakes, absenteeism, and high turnover.
4. Train Managers and Leaders to Support Mental Health
Skill Building: Educate managers on recognizing warning signs (stress, depression, burnout) and referring employees to resources like EAPs or medical leave.
Regular Check-Ins: Simple weekly questions such as “How is everyone coping?” can defuse issues early.
Psychological Safety: Emphasize a blame-free culture where mistakes are openly addressed, preventing problems from compounding.
5. Implement Wellness Programs and Preventative Initiatives
Mindfulness & Meditation: Brief guided sessions or app subscriptions help staff stay calm and focused.
Fitness & Activity: Sponsor yoga classes, walking groups, or gym discounts to leverage exercise as a proven stress buster.
Healthy Spaces: To nurture a soothing environment, offer quiet rooms, nutritious snacks, and biophilic design (plants, natural light).
Social Support: Peer mentorship, team lunches, and interest clubs foster connection and buffer stress
Employers should use Stress Awareness Month to assess and enhance their mental health support. Meeting this need not only reduces the human toll of stress but also enhances productivity, morale, and retention. Beyond the compelling ROI, it is simply the right thing to do because a workplace that values mental health is a workplace where people thrive.
Story resource: Vanswe Fitness
