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You’ve heard it time and time again – the line between work and home life has become blurred, and your employees are finding it hard to disconnect when it comes time to signing off for the day. But have you acted on it?

As an employer looking to create a safe and comfortable environment for your people to do great work, it’s your responsibility to create policies and expectations that support employee mental health and aim to limit burnout.��

If you’re still unsure where to start though or need more actionable items, we’ve got you. Here are just a handful of ways you can help your employees cope with workplace stress and take care of their mental health.��

Make mental health a priority

Unprecedented times have made life in general more challenging for many of us, and it’s possible work can add a significant deal of stress to the equation. That’s why an employer that values the mental wellbeing of their employees is pivotal coming out of the pandemic, especially when it comes to maintaining a strong employer brand.

The work your employees do should only be a part of their life. Make it clear that their mental health and wellbeing is a priority and that support and resources are available to them.

Make valuable resources accessible

It’s possible your employees are more likely to take care of their own mental health if you invest in it. Workplaces can at times be a big stressor for some employees, and the last thing you should do is avoid investing in resources that can ease that stress and promote healthy work-life balance.

Take a good look at your and evaluate what mental health and wellness resources are available to employees. Dig deep into your current health coverage and personal day offerings, and ask your people what they like and what they’re missing. Are your offerings basic or do they go beyond the standard to ensure you’re taking good care of your people?

91���� employees enjoy unlimited paid personal days to prioritize their mental health and wellbeing when they need to recharge, so they can continue to do great work.�� 

This year at 91����, we asked our employees what perks and benefits are most important to them, including external partnerships, reward and recognition, and professional development support. One of the most recent additions we made based on feedback is our partnership with women-led and Canadian-based organization, . Oftentimes it can be difficult to maintain wellness practices at home in your spare time, which is why we’re prioritizing yoga and meditation practices every single week at 91����.��

Ensure break times are available

say their workload is "much or somewhat more" today than pre-pandemic.

While employers have more access to their people than ever before, the lack or absence of uninterrupted personal time is detrimental to employee productivity and overall happiness. This may lead to .��

It’s important that people leaders not only make the incentive to have break times known and available, but to lead by example – especially because some may need the extra push.��

Something as simple as taking your lunch break and encouraging your people to do the same can be huge. And if you’re managing shift workers, ensuring break times are set prior to each shift is key to managing expectations.��

Encourage activities away from the office

Team building can be crucial to company success and shouldn’t be limited to when you feel your company is having trouble with morale or motivation.��

Investing in regular team building activities, whether it’s a pottery class or an expensed lunch, will help sustain cooperation and trust among team members, and is a necessary foundation to getting your people to establish healthy boundaries with work.��

Set realistic expectations

It’s important your employees know that engaging in their personal lives isn’t just allowed, it’s encouraged. Show them you mean this by respecting their boundaries.��

Avoid sending your employees messages at the tail end of the day or after hours as it can create pressure for them to give an immediate response. Touch base with your employees regularly to let them know when they’re doing a good job, they don’t need to push beyond their limits to prove themselves, and that they are expected to disconnect to stay motivated and productive at work.��

Enhance advancement opportunities

One way to keep your people satisfied and committed to the success of your company long-term is through supporting employee growth and professional development initiatives. By encouraging and putting dollars behind professional development strategies, you can drive productivity and ensure your people are getting the most rewarding experience working at your company.��

We want 91����gos to feel confident about improving efficiency and productivity, and encourage them to constantly find new ways to help them advance in their career. That’s why all permanent, full-time or part-time, employees are given an annual budget of $500 per person toward their professional development.��

As a part of 91����’s learning and development provisions, we approve and encourage the following employee development:

• Formal training sessions (individual or 91����-wide)
• 91���� coaching and mentoring
• Participating in conferences
• On-the-job training
• Job shadowing
• Job rotation

Getting started with 91����

If you’re a people leader, a smooth, seamless performance management system is key in keeping a pulse on your team and ensuring they are happy and engaged. to learn more about how 91���� can help.��

Learn more with 91����

Keep an eye out on our , , and for quality articles published frequently.��

To learn about 91���� Marketplace, the one-stop shop for all 91���� clients to access third-party health and wellness offerings from partner companies including , , and more, click here

For insight into relevant and raw people challenges, and the tools you need to continuously shape the future of work, subscribe to Think with 91���� – your number one people newsletter written by a real HR expert and 91����’s Director of People Operations, Andrea Bartlett.