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Mental health is an essential topic of discussion in the workplace, but it’s only natural to continue asking “Why?” In this article, we will debunk popular myths and misconceptions about mental health, clarify your role in supporting employee mental wellness, and discuss the importance of mental health conversations in the workplace.

Myths & Misconceptions About Mental Health

Clinical social worker and author Brené Brown says, “The most powerful stories may be the ones we tell ourselves. But beware—they ’re usually fiction.” So what stories do you tell yourself about people with mental health challenges? 

Whether you face challenges with your mental wellness or not, it’s common to believe in and tell yourself things about those who have mental health challenges that are misleading. As a result, many popular myths and misconceptions about mental health exist, particularly as it pertains to the workplace. 

There are three statements below. As you read them, take a minute to think carefully about whether you agree or disagree with that statement before reading what is true and what is false about the statement. 

1. Employers need to recognize employees with mental health challenges because they are likely to “snap” and become violent.

What do you think? Do you agree or disagree?

The underlying assumption of this statement is false. Employers need to recognize when employees are struggling with mental health challenges—not because they ‘re likely to be violent, but because they may need help. 

Anyone can experience a mental health challenge, and the majority of people who do are no more likely to be violent than anyone else. It’s common for high-performing employees and active members of your community to struggle with mental health challenges without anyone realizing it. 

2. People with mental health challenges can snap out of it if they try hard enough. 

What do you think? Do you agree or disagree?

Mental health challenges have nothing to do with a person’s character or commitment to their work. There are many factors that can contribute to mental health struggles and someone’s need for professional help to get better. They also need supportive, caring people in their lives. 

3. It’s not a manager’s place to have mental health conversations with employees. 

What do you think? Do you agree or disagree?

Are you catching on to where we are going with this? This statement is also false. Of course, there are some boundaries in a workplace relationship, but as a leader, you can—and should—show that you care about and support your team members’ mental wellness. 

Having mental health conversations with employees is acceptable and should be encouraged if and when an employee is comfortable discussing their mental health. 

What happens when workplaces act on mental health myths

The three myths listed above are common in the workplace. When these myths and assumptions exist in a workplace, two things happen:

1. Employees hesitate seeking help because they fear that they will be penalized or stigmatized. 
2. Employers underutilize Human Resource departments, Employee Assistance Plans, and mental wellness professionals who are employed by the company. In larger organizations, some employees may not see certain information or be aware of specific resources since workplace wellness initiatives are often coordinated between various departments that may not be working in alignment with each other.

In the 2019 edition of Mental Health in the Workplace: Strategies and Tools to Optimize Outcomes, psychiatrists Riba, Parikh, and Greden say, “Without sufficient coordination, this can lead to failure to establish or integrate comprehensive interventions and result in competition among silos.” This means that mental health initiatives have to start at the top of a company, have the buy-in of leadership, and be consistent and adhered to in every location, division, and wing of the company. 

Employees and managers need to know what to expect and what is available to them, which only occurs if initiatives are implemented uniformly. Without a consistent and reliable mental wellness initiative, employees with mental health challenges don’t get the help they so desperately need.

Brené Brown also says that, “Facing our stories takes courage. But owning our stories is the only way we get to write a brave new ending.” 

You have taken steps to understand common myths and misconceptions about mental health and now have the opportunity to support those with mental health challenges in your workplace, but how? 

Learn more about how you as a human resource professional or manager can feel prepared and confident when faced with an employee who may be experiencing a mental health concern by taking the Connectivity & Conversations online course.