These sentiments have been acceptable beliefs in the workplace for ages. We have been taught to show up without our emotions, personal baggage, or anything that looks like “life outside of the office” in order to be effective employees and good co-workers. 

That was until COVID. With many people out of the office, prioritizing things other than work, there was a paradigm shift that has yet to return us to “normal” on the job. Many people recognized they could be more present in their own lives, and those of whom they care for, when they worked remotely. Many people were able to find a better work-life balance because they erased timely commutes, could walk their dogs while on a conference call, and could throw in a load of laundry before finishing that big report. 

People were able to be people again, and not just workers. 

Unfortunately, due to fear, isolation, and uncertainty, many people experienced exacerbated mental health challenges during COVID. This gave them an opportunity to reassess their priorities, put themselves first, and begin to challenge the long-held beliefs of many workplaces. They needed to show up as human first, and as an employee second.

Fast forward five years and the new workplace dynamics remain. It is common to see “mental health days” as a benefit listed for employees, more businesses utilizing an EAN (Employee Assistance Network), and offices even becoming more accepting of “emotional support animals.”  

According to National Alliance on Mental Health (NAMI), $200 billion is lost in earnings from mental health issues like depression and anxiety each year, yet 58% of employees feel uncomfortable talking about their mental health at work. This is concerning when considered alongside NAMI’s studies showing that 1 in 4 individuals struggle with their mental health. Combined with local fallout from Hurricane Helene and daily political uncertainty, we believe the statistics in WNC may be more like 1 in 3.

However, there is hope. There are myriad ways businesses can support their employees while keeping an eye on the bottom line. Creating a culture of caring is one way to start.

One such company that is ahead of the curve when it comes to creating a culture of caring is Eaton. Their corporate materials include the following information:

“EATON aspires to ensure the safety, health and wellbeing of our employees. We do this by helping all our employees maximize their physical, financial and emotional wellbeing, both at work and at home. Our view of wellbeing is a holistic approach beyond just at work. We encourage our employees to be their most authentic selves, starting with a healthy, well-balanced and financially stable life.”

“I’m proud to be part of a company that prioritizes the health and well-being of its employees,” says Jamie Surrett, human resources administrator at EATON. “I support mental health awareness—something I care deeply about. Through the resources Eaton provides, I can offer a safe space for conversation, provide support, and help foster hope through patience and education. It’s meaningful work, and I’m grateful to be a part of it.” 

Recently, NAMI presented their StigmaFree Workplace program at a lunch-and-learn for Eaton employees. The goal of this initiative is to raise awareness about the reality of mental health challenges for employees in the workplace, help businesses create a culture of caring while promoting workplace well-being, and improve access to support through customized resources. 

Investing in employee mental health shows tangible outcomes—not just an increase in productivity, but a decrease in disability costs and an increase in retention and engagement. Every $1 invested in employee mental health yields a $4 return. This pay-off is true across generations but can be seen most clearly in the Gen Z and Millennial workforce, who view mental health support at work as non-negotiable.  

Wondering where to start? Here are just a few ways you can begin to introduce a culture of caring at your organization:

Start the Conversation 

• Lead by example. Discuss mental health openly in meetings and communications. Model and prioritize your own work-life balance. Encourage “check-ins” and acknowledge when things are particularly stressful. 

• Normalize the topic to create a culture where employees feel safe sharing their experiences. Remember we all have mental health—ask what kind of support could be helpful.

• Show that the organization prioritizes mental health as a regular part of workplace discussions (NAMI research shows that 74% of employees believe it is appropriate to have mental health conversations at work). 

Educate Everyone

• Provide training sessions and resources on mental health awareness. 

• Teach managers and employees how to recognize signs of distress and how to approach conversations about mental health. 

• Foster a supportive environment where everyone feels empowered to understand and assist each other. 

Provide Education & Awareness

• Provide mental health resources and benefit explanations throughout the year, not just when it is time for the annual renewal or after something negative has happened.

• Foster a culture where getting help for a mental health concern is as routine as getting help for any other concern through active communication and support. Compare mental health days to taking time off for a knee replacement. 

Local affiliate, NAMI Western Carolina, can offer in-person or virtual StigmaFree Workplace training for leadership, management, and staff. Consider making an investment into your employees, knowing that the ROI will be priceless.