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Mental Health Empowerment in the Workplace: Insights from Lisa Kruger, Founder of Stepping Stone Psychotherapy, LLC, on Strategies, Supportive Environments, and Training for Employee Well-being
In this article, we delve into the minds of visionary entrepreneurs who are dedicated to cultivating a thriving work environment through the lens of mental health awareness and support. In this unique collection of interviews, we explore a wide range of topics and perspectives, offering valuable insights into strategies, communication, and education that empower individuals and organizations.
We delve into the crucial aspect of creating a workplace where employees feel safe to openly discuss mental health and seek help when needed. Drawing from their own organizations, our interviewees share remarkable examples of effective communication methods and resources that have made a genuine difference. Their stories inspire us to create cultures of empathy, understanding, and support.
Name: Lisa Kruger
Company: Stepping Stone Psychotherapy, LLC
Check out more interviews with entrepreneurs here.
Table of Contents
What are some key strategies for organizations to identify and address early signs of mental health issues among employees? Share your insights and experiences on implementing proactive measures.
Lisa Kruger:
1. Promoting mental health awareness. By providing free mental health trainings (e.g., lunch hour, hiring consultants to provide workshops) that focus on educating employees about the signs and symptoms of mental health issues, there is an implicit message that mental health is recognized and valued as a priority to the company.
2. : Provide training to managers and supervisors on mental health awareness, how to recognize signs of distress, and how to respond with empathy and support. By equipping those that manage teams, they can set the stage for proactively initiating conversations about mental health. This can, in turn, encourage employees to feel more comfortable about coming to them with their own mental health concerns.
3. Offer resources and support. Some organizations have internal or external EAPs (Employee Assistance Programs) that provide employees with a fixed number of free counseling sessions. EAPs also offer external resources for continued support, such as online resources, education materials on healthy coping strategies, and a variety of local mental health services.
4. Review and revise policies. Many times, original organizational policies are outdated and focus more on productivity while not considering employee mental health. Policies related to work-life balance, flexible work arrangements, leave policies, and accommodations for mental health conditions are important to be included in an organization’s policies.
How can companies create a supportive environment for employees to openly discuss mental health and seek help when needed? Share examples of successful communication and resources that have made a difference in your organization.
Lisa Kruger:
1. Destigmatizing mental health. Fostering open dialogue company-wide can empower employees to discuss mental health concerns and feel comfortable to engage in mental health services if needed.
2. Recognizing mental health initiatives. This can be done by recognizing certain times of year (e.g., May is Mental Health Awareness month) and encouraging employees to engage in various challenges throughout the year (e.g., 30-days of self-care).
3. Revise the organization’s mission and values to emphasize the importance and inclusion of mental health awareness. This can be communicated to employees, but also through a show of action (e.g., including ERGs and/or EAP, providing free and accessible workshops and trainings to foster mental health awareness).
4. Having regular check-is. This is best established by from managers and leadership from the top, as it encourages open communication about how employees are doing/feeling and not just about their work performance. This can also reduce stigma around mental health in the workplace by modeling and fostering a supportive work environment and honest discussions among team members. Managers can lead by example in this way and set the tone for the organization by demonstrating prioritizing their own mental health.
What role can training and education play in fostering mental health awareness in the workplace? Share your experience with impactful workshops, seminars, or training programs that have contributed to a better understanding and support of mental health among employees.
Lisa Kruger: Trainings and workshops can help educate, support, and encourage employees increase awareness of and prioritize their mental health. They also encourage conversations about topics surrounding mental health, which helps reduce shame and stigma. Many times, outcomes of these workshops include employees having increased insight into their own mental health, making use of healthy coping mechanisms, and/or engaging in counseling. Some examples of impactful workshops and training programs I have provided that have contributed to a better understanding and support of mental health among employees include:
- Stress management for high functioning anxious people in the workplace
- Expanding communication, connection, and safety within teams
- Conflict in the workplace
- Reducing mental health stigma in the workplace
- Team wellness and the impact of collective stress
- Creating policies that promote employee wellness
Jed Morley, VIP Contributor to WellnessVoice and the host of this interview would like to thank Lisa Kruger for taking the time to do this interview and share her knowledge and experience with our readers.
If you would like to get in touch with Lisa Kruger or her company, you can do it through her – Linkedin Page
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