(3 min read)

“I’m exhausted” is the most common response when asking how employees are doing.

Yet, the C-suite significantly underestimates how much employees are struggling with their well-being.

• 87% feel like there is a constant stream of crises over the past two years and report feeling emotionally overwhelmed and fatigued

Sure, you offer mental health benefits. But there’s one consistent problem with EAP:  No-one bothers using it.  Further, when it comes to employee mental health, they don’t want to talk with HR, managers, or a robot. 

This is one issue that no one can afford to ignore. Employee well-being concerns are fueling the quiet quitting epidemic and the great reconsideration trend.

• 57% are actively thinking about or looking to leave their employer
• 33% say their happiness at work has somewhat or significantly decreased

“Everything is just too much.” As a leader, well-being is on your radar but you are overwhelmed and feeling too stuck to take another step. How can you support wellness when you are eating lunch at your desk most days and trying to find time just to use the restroom?

It's time to do something different. Improving mental health doesn’t have to be hard or time-consuming. Today, you’re going to learn a formula so simple…it works.  It is called: EPR Method.

1. Expand:

Sadly, your benefits are nice to offer but are not enough. How do you expand?  Take the most important solution you’re not doing (but know you should) and act on it. It doesn’t have to be expensive or time-consuming. Identity people who want or need help and meet them where they are. People-centered programs such as onsite wellness coaching and assessment provide much better experiences than automated or impersonal tools that are designed for the vendor more than the employee. To avoid wasting time on “analysis paralysis” and lackluster results, partner with someone that you trust and like.

2. Publicize:

You already regularly blast out benefit communications. This is different. Make your expanded solution (above) public for lasting change. Not only does this help you stay committed, but your employees will also take comfort in knowing your support is ongoing rather than asking the common question, “What is management doing to us this month?”

3. Recharge:

Who cares for the caregiver? Leaders feel more stressed and alone than ever. While you’re taking time to support your employees, don’t forget yourself. Schedule that doctor or therapist appointment. Try 1 or more of the 8 Steps to Maintain Your Well-being or the Ultimate Well-being Checklist. 

Try the EPR Method. Small changes, quick wins, low-hanging fruit -- this is how you can begin supporting your workforce as the whole people they are. Turn lip service into action. And make a real impact on each employee's life. What's good for your people is smart business.

Next Steps:

How well are your current programs performing? For employers that want to overcome mental health barriers, Wellco provides solutions that are equally for leaders and employees. We have an average participation rate of 72%, far exceeding the typical 5% average.

Using lessons learned from actual clients that began where you are now, we can show you proven strategies and award-winning solutions, such as: 

• Mental health & well-being solutions
• Coaching or training (Leadership and/or employees)
• Educational and content
• Strategy & tactic support
• Evaluation support

Contact us now to book your solution.