"These are my feelings, and feelings aren't wrong."
That one sentence demonstrates that Samantha's 9-year-old son possesses a healthier attitude toward mental health than many adults, including herself. He comprehends the importance of expressing his emotions and acknowledging his feelings to maintain his emotional well-being.
According to recent research from Bain & Company, cultures focusing solely on productivity tend to increase burnout. Despite the frequent coverage of this issue in the news, a crucial aspect is often overlooked: Productivity and well-being are inherently interconnected, and one cannot thrive without the other.
It is widely recognized that corporations should provide comprehensive benefits programs encompassing various facets of employee well-being, such as behavioral health and employee assistance programs. However, regarding mental health, employees often hesitate to seek the support they require. These programs can only be effective if employees feel empowered and supported enough to utilize them. While mental health days can be beneficial, Samantha Hammock, an executive vice president and chief human resources officer at Verizon, believes it is more effective to cultivate a corporate culture that addresses underlying workplace issues contributing to the need for such days.
As individuals with the privilege and responsibility of setting examples and emphasizing the significance of mental health, Hammock wishes to share some valuable tips she has learned:
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What Gets Measured, Gets Done
Hammock understands that what is measured gets done as a leader, and mental health is no different. Verizon uses quarterly Pulse surveys to gauge employee well-being and collect direct feedback. Hammock ensures that they gather data and swiftly translate insights into action plans, introducing new programs and benefits to support employees. By responding to their feedback, they improve the company culture and demonstrate that employee experiences are valued and lead to positive changes, fostering greater engagement and openness.
Know The Tools By Heart
Hammock acknowledges that many leaders overlook their company's benefits while readily recommending them to employees. She stresses the importance of fully utilizing available resources to understand better how these services can benefit team members.
For instance, when Verizon introduces a new benefit, Hammock promptly signs up to explore its potential for herself and her team. She eagerly anticipates the impact of their latest offering, Virgin Pulse, which allows her to establish shared goals with her team and provide mutual support. This digital well-being platform is a convenient hub for implementing daily actions to achieve their well-being objectives.
Awareness to Advocacy
Hammock emphasizes the importance of raising awareness of well-being and actively advocating for it as a leader. She encourages open discussions about mental health with team members, collectively and one-on-one, and shares her approach to self-care. She fosters an environment where self-care is valued and celebrated by asking team members what support they need and demonstrating a willingness to learn and adapt. Hammock believes there is still too much guilt associated with basic well-being practices and encourages authenticity in creating a safe space for team members to express their needs openly.
Walk The Talk
Hammock underscores the importance of leading by example regarding mental health. While discussing it with teams is crucial, demonstrating personal commitment to well-being is equally vital in building trust. She ensures that her dedication to well-being is evident by incorporating messages on well-being into all-hands meetings and town halls, sharing her struggles, such as moments of mom guilt, or efforts to improve as a leader and advocate. Additionally, she models behaviors she wants her team, particularly fellow HR leaders, to adopt, such as refraining from sending emails outside of work hours and prioritizing rest and relaxation by taking time off.
Embrace Changes
While many leaders acknowledge the importance of well-being and mental health, translating this awareness into behavioral change can be challenging. While empathetic leadership was once celebrated, there is a growing need for vulnerable leaders who engage in genuine conversations and take tangible steps to prioritize well-being within their teams. Hammock emphasizes the importance of reassessing expectations and workload to ensure that team members have the space to care for themselves effectively.
Make Space for Changing Crisis to Care
Hammock's final point underscores the necessity of allowing team members dedicated time for rest and utilizing available resources for their mental well-being. She emphasizes that when team members feel well, they perform well in both their personal and professional lives. Therefore, there is a need to transition from viewing mental health as only important during crises to adopting a proactive mental care strategy. Hammock warns that leaders risk stagnation without evolving their approach to well-being. Given the significant emotional burden many individuals carry, prioritizing mental health is more critical than ever. Hammock's final thought is a powerful reminder that if her 9-year-old son can prioritize his well-being, everyone else can.
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