5 Communication Strategies to Drive Mental Health Benefit Usage

Employers need to talk about mental health challenges and make sure employees feel comfortable and empowered to talk if there’s an issue. Simply sending out an email announcement isn’t nearly enough.  Companies must take a more calculated and consistent approach to communication in order to encourage utilization of these important benefits. Here are five strategies that can help.

1. Normalize the mental health conversation in your organization. Since the start of the pandemic, more than 60% of employees say they have less energy for activities outside of work.  Train managers to recognize the signs and how to appropriately broach the subject with employees. Make it easy for staff to take advantage of mental health services and benefits without feeling uncomfortable.

2. Create unique experiences. The wide range of issues and individuals requires that companies offer a wide range of services and that they communicate them uniquely – not with a “one size fits all” approach. Tailoring communication around benefits is critical to encourage utilization.

3. Create a culture of inclusion. Women and minorities have been hit especially hard. Companies must use messages that are inclusive of and sensitive to all workers of all races, genders and their workplace status. Use a variety of communication channels such as email, collaboration platforms or a dedicated, multi-channel employee communications solution to make sure everyone has equal access to the information they need, and no one feels left out.

4. Communicate regularly. Mental health issues aren’t like the cold or flu, there is no mental health “season.” These are often chronic issues that require ongoing care, and they can crop up at any time. That’s why companies can’t just promote mental health benefits during Mental Health Awareness month or open enrollment. It has to be an ongoing program.

5. Ask for feedback. Be sure to solicit input from employees on the information you’ve provided about those programs, to make sure the communication is getting through and it’s sufficient. If they’re not using benefits, ask why ow what would incentivize them to do so. By asking for feedback on the communication, as well as the programs themselves, you can ensure that your employees are fully aware of the benefits available to them and devise better ways to encourage utilization.