It is common to hear that people are an organization’s most valuable asset, and there is no statement more accurate than this: people are the ones who make value creation possible within the organizations where we work. We spend forty hours a week (or more) working, which is why it is essential that we feel comfortable in our workplace. On the other hand, having healthy, committed, and motivated employees represents a fundamental factor for an organization’s productivity and sustainability, whether in the private sector, public sector, or civil society. According to figures from the World Health Organization, depression and anxiety result in 12 billion lost working days and one trillion US dollars in lost productivity every year.

Mental health is a fundamental element of both our well-being and our personal and professional development. However, stigma around mental health still persists, and it can become even more pronounced in the workplace, where people are often more reluctant to show vulnerability. In this context, it is important for organizations to implement mental health promotion and prevention plans. Evidence shows that comprehensive interventions incorporating diagnostic assessments to understand perceptions and needs, along with training and awareness initiatives, have a return on investment of more than double compared to investing in individual actions (such as therapy sessions). Likewise, it is essential to promote efforts to normalize conversations about mental health within organizations, with particular emphasis on raising awareness among leaders. On the other hand, those of us who are part of an organization can also become agents of change. From our roles as colleagues or leaders, we can listen, provide support, and accompany our teams, becoming a source of emotional support. Below, we share some recommendations to help achieve this.

• Pay attention to warning signs. For example, if someone on your team starts behaving differently.
• Ask them how they are doing in a relaxed setting, ideally outside the workplace.
• Practice active listening to what they share with you, seeking to understand rather than judge.
• Avoid using phrases that could make them feel that you are minimizing their struggles (“just try harder,” “there are people who are going through worse situations,” among others).
• Remind them of the value they bring to the team.
• Offer your support in whatever way you can.

Focusing on mental health care and prevention is essential to improving people’s quality of life. Remember: we all have the potential to become agents of change in eliminating stigma around mental health, whether within or outside our workplace. #LibreDeEstigma