The Mental Health Care Problem is one: Execs say they provide good mental health benefits, but employees disapprove of this problem Exac workers say that they're Providing Good MentalHealth Benefits, But employees disagree
SAN FRANCISCO, Sept. 14, 2021 /PRNewswire/ -- -- Sept 14 and 14 - 2022 -- "SAN ENGRANCIASCO," September 14th, 20 21 octop Modern health - Modern Health Modern Healthcare a Modern Life & Modern Food Added Today published a wide-ranging study of business leaders, HR leaders and employees to look at the future of the workplace. The research was carried out by Modern Health and conducted by modern Health. The study was commissioned by the Modern Society and led by a company that produced the research. Forrester Consulting founded Forrestster. , and analyzed the case to determine whether COVID-19 was a forcing function, enduring awakening, or if companies were to think and plan for mental health benefits. The results reveal the disconnect between leadership perception and employee experiences when it comes to the quality, quantity and perception of the motivations behind the mental health benefits offered at work.
The survey of 1,700+ employees, including managers, non-manager employees and C-level executives, found that the vast majority of C/suite executives (88%) and HR leaders (86%) think they're doing a good While 87 percent of workers (both managers and non-manager employees) want their employers to care about their mental health, only 66% actually feel supported. In fact, 28 percent of employees and managers feel that their employer failed to support their mental health during the pandemic.
Alyson Watson, the founder and CEO of Modern Health, said that despite the pandemic, society was fighting an epidemic of loneliness, with mental health issues, depression and suicide rates rising. The pandemic was a tipping point, exacerbated by other issues such as ongoing racial injustice and the political environment. These challenges have created an opportunity for employers to pave the way for a future that allows employees to bring their whole self-esteem to work and provide the support that empowers employees with the resilience needed to thrive. The benefits of mental health are not only considered table stakes for companies (80% of employers state this) but also lead to healthier, more productive workers. The takeaway is that mental health is something every employer should consider every day to maintain a long-term success in the hiring war, while doing the right thing.
We work with mental health benefits that improve the way we work. Employees, managers and leaders agree that providing health benefits can help improve productivity. 67% cited improvement in productivity as the benefits of offering mental health support to employees. When leaders asked about the benefit of providing mental assistance to their employees, 67 percent said that the business is improving. 62% of managers and employees said they would be more productive, asked what benefits their employers would offer their employees.
Despite the fact that employees understand productivity is the driving force behind why their employers care about their mental health, more than two-thirds (68%) believe their employer also wants to create a happier, healthier workforce. For executives and HR leaders, more than half (56%) say improved company culture is a desired benefit and 51 percent hope it improves employees' sense of belonging and inclusion.
Are employees really asking too much? The research suggests there are still companies that haven't caught up. Half of leaders surveyed said employee benefits for mental health were unavailable in the past and therefore shouldn't be a priority today. And 80% of C-suite leaders and nearly three quarters (73%) of HR leaders say that employees today expect too much mental health support from their employers.
Many said they believe it's optics-driven. 56% of the managers said they wanted to improve company culture by implementing mental health benefits. Those days, managers still feel like they've been tasked with supporting their teams' mental health. 70 percent of managers said they would have been asked more than ever to support their employees, but nearly half (49%) felt ill-equipped to do so. And 72% say that hiring managers isn't the only thing that can do with mental health support.
Health offerings, diversity, equity, inclusion and belonging to mental health and diversity. COVID-19 is not the only event that has profound impact on our mental state over the past 18 months. Employers should support public incidents of systemic racism as well. The research shows there is still plenty of room to improve. Half (43%) of employees said their company showed empathy in response to these events, whether by offering a statement of support for victims or condemning racism. 20% of workers say their employers did nothing in responding to the events.
Despite the fact that many employees still don't feel like sharing their concerns at work. Most managers (63%) and more than half of employees felt the major events of the last 12-15 months affected them, but also felt they had to leave it out of their work life. This is despite the fact that more than half of managers and employees said these events were so distracting they couldn't do their job.
Will mental health benefits remain or aren't available? Will that mean employees stay or go? While most leaders (89%) acknowledge the importance of providing employees with mental health support before it impacts them negatively, when asked whether they plan to revert back to the pre-pandemic plan, 60% said yes.
The post-pandemic workplace has shifted power to the employee, whereas 64% of managers and non-manager employees rank flexible and supportive culture over a higher salary and are prepared to change jobs to find it. The industry who want to attract and retain talent will be competitive with the so-called "great resignation" where empowered employees demand more from their employers.
Increasing productivity, innovation, talent acquisition and retention, said Myra Altman, Ph.D., Vice President of Clinical Care at Modern Health. "Mental health affects all aspects of the organization, from productivity and profitability to diversity and belonging. The company, its employees and managers, HR leaders and executives should be the absolute central of its leaders' priorities.
Methodology Forrester Consulting conducted an online survey of 1,215 employees (702 non-manager employees and 513 managers) and 500 leaders (250 C-level executives and 250 human resources decision-makers) in the United States. The study was conducted at the end of July 2021. The employee sample included adults aged 18 to 60+ with different departments and industries at companies with a size from 500 employees to more than 20. All were working full-time and received some combination of employer-provided benefits. Sixty-seven percent of respondents were white and 33% of them were black, indigenous or people of color (BIPOC). The executive/HR leader sample included adults in a mix of leadership roles and industries at companies ranging from 250 employees to more than 20. Among C-level executives, 93 percent held one of four titles, CEO, COO, President or CFO, and all were involved in decision-making. All HR leaders had seniority of director or above.
About modern health Modern Health is a comprehensive mental health and wellness platform that combines the WHO well-being assessment, self-service wellness kits, ten certified coaches and licensed therapists, all available in ONE app. Modern Health empowers employers to lead the charge of acknowledging that mental health is equally important as physical health, destigmatizing the conversation, and increasing access to mental services for all.
Modern Health was founded in 2017, and incorporated evidence-based psychology principles and seamless technologies to meet the global needs of companies. Modern Health has a statewide sales team of over $172 million, backed up by Founders Fund, Battery Ventures, Felicis Venture, Kleiner Perkins, Afore Capital, MGV, Frede
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