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 It is a challenging job, compounded by the fact that Braune also
coordinates the company's global Lighthouse Core Team, which
provides peer assistance to struggling employees, as well as a
shoulder to cry on.
"It's the difficult part, but sometimes tears help clear the
situation," said Braune, who is based in Germany.
Many companies offer employee assistance programs, mindfulness apps
or in-office counseling. But experts say a culture shift toward
openness, from the C-suite on down, is most effective. That
translates to peer counseling, colleagues sharing their experiences
and open dialogue.
Companies take a myriad of approaches to this challenge. At SAP,
considered a thought leader on employee mental health, the company
calls its system the Employee Care Cycle. That starts with
prevention and destigmatization, said Paul Torsten, SAP's director
digital health & well-being.
Indeed, Braune coached one woman who returned to work at SAP after a
mental health leave, but had not been open with her manager and
colleagues about why she took time off.
"People have a tendency to hide what was happening – they feel
shame," Braune said.
Braune walked the woman through some tiny steps she could take, and
eventually, she met with her manager. A week later, when Braune saw
the woman, she was smiling.
Overall, depression causes an average of 40 days of absenteeism per
sufferer at SAP, Torsten said. Serious cases might involve short- or
long-term disability. But if a person returns to work and the same
stress factors exist, they will just get sick again.
One key offering for employees is a two-day immersive mindfulness
program, so popular it has a waiting list of 9,000. The company also
shares video testimonials on its internal website from colleagues
who have overcome challenges.
In addition, SAP encourages workers to do frequent self-assessments,
and managers assess the organization itself.
At Microsoft, individuals at all levels share their own mental
health experiences, in person, on social media and via podcasts.
"We didn’t ask, but it has happened that many of our leaders stepped
up and started telling their stories, their personal struggles or
ones they’ve witnessed," said Sonja Kellen, senior director of
global health and wellness at Microsoft. "And it has naturally
become pervasive in the culture."
One employee who shared her story was 25-year-old program manager
Beth Anne Katz, who detailed her battles with depression on YouTube
videos and a company website (https://news.microsoft.com/
life/a-safe-space-to-be-who-you-are/).
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"Being open about my suffering was the hardest thing I’ve done, but
I am not afraid of who I am anymore. Depression isn’t something to
be ashamed of," Katz tells her colleagues.
Last May, Microsoft hosted several movie screenings about anxiety
and suicide, followed by conversations with the people who
volunteered their stories. A counselor stood by.
"It’s been gratifying to see the sheer volume of people to speak
up," said Kellen.
Cost savings are not the key driver, even though mental healthcare
is a top spend, Kellen added, noting that mental health breaks are
one of the top reasons people go on leave at Microsoft, beyond
parental leave.
AN APP FOR THAT
Of course, there are apps for helping culture change. Technology is
particularly good at crunching data from employee self-assessments
to help companies figure out what services they need.
London-based Unmind, for example, provides a workplace mental health
platform, used by companies in 47 countries, including British
Airways and Live Nation. Employers get data, such as how many people
are stressed or feel ill because of stress, and information on how
managers can help them be less stressed. Workers can access targeted
educational material.
Many companies also turn to web-based mindfulness apps, one of which
is Raw Mind Coach, and app-based therapy delivery like Talkspace.
These are helpful to those without access to in-person counseling.
Consultants help companies develop a tailored strategy, such as Mind
Share Partners, a non-profit consultancy, which recently published a
report on mental health at work in partnership with SAP (https://www.mindsharepartners.org/
mentalhealthatworkreport).
"We’re not a benefits provider. We see our trainings as what’s
needed to reduce stigma," said Kelly Greenwood, Mind Share Partner's
founder and CEO.
Ken Dolan-Del Vecchio, a workplace mental health consultant,
preaches the following message to companies, urging them to take
action on mental health: "The health of employees is correlated
positively to business outcome. It would be foolish to leave that to
chance."
(Follow us @ReutersMoney or at http://www.reuters.com/finance/personal-finance.
Editing by Lauren Young and Dan Grebler)
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