Mental health strategies: Support

<= EAP awareness

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Offer one-on-one support.

Anne Richter, a health management consultant at consulting firm Willis Towers Watson, says regular support–check-ins, asking how employees are doing, and showing empathy and support from direct supervisors or team leaders, for instance–is “just as powerful as a program or EAP or an app. Those things, the one-on-one connections, are just as important,” she says. “Before you get down to business and discuss things, you ask how they’re doing. It used to be a formality. It’s a very important thing, and we cannot discount it.”

Related: How COVID-19 taught HR ‘a valuable lesson’ on mental health

Create clear boundaries between work and personal time in remote settings =>

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Kathryn Mayer
Kathryn Mayer is HRE’s former benefits editor and chair of the Health & Benefits Leadership Conference. She has covered benefits for the better part of a decade, and her stories have won multiple awards, including a Jesse H. Neal Award and honors from the American Society of Business Publication Editors and the National Federation of Press Women. She holds bachelor’s and master’s degrees from the University of Denver.