It goes without saying that behavioral health benefits, such as access to therapy and wellness tools, are vital for federal frontline employees, especially those in high-stress, high-touch roles like law enforcement, health care providers, first responders, and the armed forces. However, mental health ailments, like depression and post-traumatic stress disorder, often have invisible symptoms and can go unnoticed or unaddressed, especially in the workplace. This can often also be a result of the stigma that exists around mental health, which can vary by age and gender cohorts. In fact, according to the National Alliance on Mental Illness (NAMI), 74% of full-time employees in the U.S. say it is appropriate to discuss mental health concerns at work, but only 58% feel comfortable sharing about their mental health at work. Because of this, it is important for federal workplace leaders to have the skills to detect when an employee is struggling, figure out how they can best support them, learn what adjustments may need to happen while they pursue the help they need, and help them improve wellness for both their personal and work lives.
Looking for and Understanding the Signs
First, leaders must be aware of what to look for in their employees, which highlights the needs for leaders to have established trust and rapport with their colleagues. Individuals experiencing behavioral changes will likely show shifts in demeanor, such as absenteeism from work, slower productivity on tasks, or a lower willingness to be social in group environments or meetings. Workplace leaders should look for these signs and promptly touch base with their colleague with a curious mindset to offer support and mutually explore opportunities to mitigate stressors. These could be work-related, such as organizational uncertainty or workplace trauma such as harassment, or something personal, like the loss of a loved one or marital problems.
Fostering Stigma-Free Communication
One of the most important strategies for dealing with employee behavioral and mental health concerns is forging an open line of communication for those who are struggling. It is important to ensure that employees know they are in a stigma-free environment with no judgement or discrimination, and that their job will not be at risk for seeking help. It can also be helpful to set up consistent one-to-one meetings with individuals for a more personalized approach. Additionally, leaders can make employees aware of Employee Assistance Programs (EAPs) that may exist for them to take part in, and accommodations that they can enroll in.
Enhancing Behavioral Health Training
Federal workplace leaders should undergo specific training for recognizing the signs of behavioral ailments and changes in employees. According to NAMI’s 2024 data, 70% of senior-level employees have not received workplace training about how to talk to their team about mental health, and 83% of employees agree mental health and well-being training is, or would be, important in creating a positive workplace culture. This means there is a lot of work to be done in the workforce, especially federal ones, to make a positive and impactful change.
This training could be workshops that are interactive, provide detailed examples, and easy to retain. While leadership-focused workshops can help workplace managers learn new ways to navigate deteriorating mental health, employee-focused workshops can also help lower level workers learn new stress reduction techniques, time management, and more. All of these are beneficial when helping employees overcome their roadblocks and lead a more productive, wellness-driven role.
Conclusion
Overall, recognizing and finding solutions for employees struggling with behavioral health roadblocks requires commitment and ongoing effort from workplace leaders. Prioritizing safe and productive channels of stigma-free communication, advocating for Employee Assistance Programs and similar resources, and taking proper training steps to recognize behavioral changes are all ways that leaders can be supportive and aware of their workforce. The biggest aspect of this is empathy – and it is something that leaders, federal or not, should prioritize in their approach to working with employees.
