We often talk about health in terms of doctors’ visits and gym routines, but our jobs play a big part in our well-being and mental health.Carol Mundigler, Sweetser’s human resources director, joined Maine’s Total Coverage on Friday to discuss the importance of employers reducing the stigma around seeking mental health support in the workplace.”It’s simple: an employee’s mental health is their health,” Mundigler said. “We need to normalize these conversations so they feel comfortable bringing these concerns and how they’re feeling to the workplace before it reaches a crisis point.”Mundigler said people who are struggling with their mental health should prepare before speaking with their boss and try to avoid having the conversation in passing. Employees should schedule a private meeting to allow for a thoughtful discussion. During that meeting, employees should be direct with their boss about how they are feeling and how it is impacting their work. Mundigler said employees should also prepare to offer solutions and suggestions, such as flexible hours or specific resources.For managers, Mundigler stressed the importance of listening and understanding. Managers should create a supportive environment and follow up on action plans they create with the employee to regularly ensure the support remains effective long-term. Mundigler said managers should set the tone by doing the following:Model the behavior: If managers take breaks and openly prioritize their self-care, their team members will feel like they have permission to do the same.Listen with empathy: Managers should use phrases like, “I can see this is difficult,” and ask open-ended questions like, “What do you need to feel supported today?”Educate: Managers should know the signs of burnout and make sure their team knows exactly what resources are available.Mundigler said employers can remove the barriers to accessing care by implementing initiatives like employee assistance programs, which can provide easy, confidential access to short-term counseling. This is something Sweetser offers its own employees so the nonprofit’s caregivers can look after their own mental health.Sweetser also organizes monthly staff engagement activities centered on self-care, wellness and fun, which helps staff members recharge and reconnect. People who are interested in learning about career opportunities at Sweetser can visit the careers page on Sweetser’s website.
PORTLAND, Maine —
We often talk about health in terms of doctors’ visits and gym routines, but our jobs play a big part in our well-being and mental health.
Carol Mundigler, Sweetser’s human resources director, joined Maine’s Total Coverage on Friday to discuss the importance of employers reducing the stigma around seeking mental health support in the workplace.
“It’s simple: an employee’s mental health is their health,” Mundigler said. “We need to normalize these conversations so they feel comfortable bringing these concerns and how they’re feeling to the workplace before it reaches a crisis point.”
Mundigler said people who are struggling with their mental health should prepare before speaking with their boss and try to avoid having the conversation in passing. Employees should schedule a private meeting to allow for a thoughtful discussion. During that meeting, employees should be direct with their boss about how they are feeling and how it is impacting their work. Mundigler said employees should also prepare to offer solutions and suggestions, such as flexible hours or specific resources.
For managers, Mundigler stressed the importance of listening and understanding. Managers should create a supportive environment and follow up on action plans they create with the employee to regularly ensure the support remains effective long-term. Mundigler said managers should set the tone by doing the following:
Model the behavior: If managers take breaks and openly prioritize their self-care, their team members will feel like they have permission to do the same.Listen with empathy: Managers should use phrases like, “I can see this is difficult,” and ask open-ended questions like, “What do you need to feel supported today?”Educate: Managers should know the signs of burnout and make sure their team knows exactly what resources are available.
Mundigler said employers can remove the barriers to accessing care by implementing initiatives like employee assistance programs, which can provide easy, confidential access to short-term counseling. This is something Sweetser offers its own employees so the nonprofit’s caregivers can look after their own mental health.
Sweetser also organizes monthly staff engagement activities centered on self-care, wellness and fun, which helps staff members recharge and reconnect. People who are interested in learning about career opportunities at Sweetser can visit the careers page on Sweetser’s website.