Mental Health Matters in Business Success ~via Brian Moran
Thank you Brian Moran, for this important article. Employees mental health is sadly not only overlooked, but most often not even in the equation. /Ted
Leaders play a crucial role in promoting mental health. Find out how you can do it more effectively.
In business, intangible assets are nonphysical resources that significantly contribute to a company’s competitive advantage and overall value, even though they can’t be physically measured. While they are harder to quantify than tangible assets, intangible assets often drive greater growth, customer loyalty, and long-term profitability. Yet, in today’s race to adopt the latest AI advancements for efficiency, productivity, and sales growth, these assets risk being overlooked or undervalued—perhaps even becoming collateral damage.
Given that May is Mental Health Awareness Month, let’s address one intangible asset that has a big impact on your bottom line: the state of mental health within your company. According to the National Alliance on Mental Illness, one in five U.S. adults experiences mental illness each year, with one in 20 facing serious mental illness annually. These figures don’t include caregivers, who often bear the strain of supporting loved ones battling severe mental illness. To them, caregiving often feels like a second full-time job.
On this matter, I speak from personal experience. My eldest son faced a severe mental health crisis in 2014. It took until 2019 to find the right doctor and medication, enabling him to gain back control of his life. For five challenging years, my wife and I managed hospitalizations, constant doctor visits, and daily struggles at home, all while I ran my business.
Breaking the Silence
My son’s courageous journey taught me firsthand the power of open conversations about mental health. In 2019, he shared his experiences publicly on my podcast for business owners, delivering a powerful message. His transparency offered hope for countless listeners who might otherwise have felt isolated. It also reaffirmed my belief that people don’t talk enough about mental health in the workplace.
When left unaddressed, mental health issues can significantly impact workplace morale, productivity, and culture. Business leaders typically notice when someone struggles at work (though it is probably harder to do so with remote and hybrid work). Regardless, without clear communication, misunderstandings and tensions can arise, leading to isolation, reduced collaboration, and decreased productivity.
The situation worsens if the business owner or a partner is the one dealing with mental health challenges or caregiving responsibilities. Unaddressed, it can lead to employees fearing that their company’s future direction is in jeopardy.
Beyond Productivity
Effectively discussing mental health in the workplace requires compassion, understanding, and patience. However, once you open that door, you should commit yourself and your resources to supporting your employees’ journeys. This shouldn’t be viewed as a one-time conversation that will successfully get your organization back on track.
How can business owners effectively address mental health? First and foremost, when you look at your employees, understand that they “Didn’t ask for this!” Those were the words my son used when I asked him for a title to the podcast we recorded. My entire perspective on mental illness changed in that moment. I could suddenly see the world through his eyes. Today, we work together to help him achieve his goals while being grateful for the world around us.
Here are four more suggestions to address mental health in your workplace:
1. Encourage open dialogue
Create an environment where employees feel safe discussing mental health without fear of stigma or repercussions. At the same time, the workplace cannot become one long therapy session. If you have a strong company culture, and your employees see one another as family, then this type of dialogue reinforces the positive culture.
2. Be observant and proactive
Pay attention to changes in behavior or productivity and privately offer support or direct employees to professional resources. Does your health care plan offer behavioral benefits? If not, consider adding it during the next open enrollment period.
3. Educate your team
Regularly provide workshops or informational sessions that normalize discussions about mental health. Even though the month of May recognizes mental health awareness, it should be an ongoing conversation with exercises and discussions.
4. Implement flexible policies
Whenever possible, accommodate flexible schedules or remote work to help employees better manage their mental health or their role as caregivers. I remember countless times when I had to change my business plans because my son needed me at that moment. I was honest with my clients and partners, and they all understood and supported me.
Before you commit to starting conversations on mental health in the workplace, have a sense of where you want your company to be at the end of 2025. Done correctly, it brings everyone closer together, employees are more present, and they help you turn ordinary into extraordinary.
In southern Africa, there is a philosophical principle called “ubuntu.” Translated, it means “I am because we are.” A culture built on interconnectedness and mutual responsibility is better positioned to effectively address complex issues. Think about how this approach could work at your company. When you remove the obstacles to success, that’s when the magic really starts to happen. My wish for your business in 2025 is ubuntu.
