Listen to this article
Having spent nearly a decade in the mental health and wellness field, I’ve witnessed this significant change firsthand: Just a few years ago, the idea of working for an organization that offered weekly guided meditation sessions and on-site wellness advisors may have seemed unrealistic.
Wellness programs have become popular in our industry, especially in the wake of the pandemic. Ask any HR professional and they’ll tell you about the various vendors, apps and latest trends surrounding employee wellness.
But recent data highlights more disconnect than progress.
According to a 2024 Paycom survey of 2,200 full-time U.S. workers, about 75% of those surveyed said they had experienced at least one mental health-related issue in the past year, but only 40% said they had received mental health care during that time.
According to a study Mental Health AmericaOklahoma’s adult mental illness rate is 25.5 percent, ranking in the top five in the nation for the percentage of people suffering from mental illness.
What’s going on? With employee resources increasing, why are there still gaps?
The workplace is full of different people, all with different nuances and experiences. Maybe there’s a deep-rooted stigma around talking about mental health, maybe you’re afraid to open up too much in a work environment, or maybe taking care of your own emotional and mental health is just the last thing on your list of priorities.
There’s no one-size-fits-all solution or set of boxes to check off. It’s up to organizations and leaders to understand the most common barriers their employees face, understand where their teams are, and remove the barriers to enable access.
At Paycom, we know that one of the most common barriers for employees in the U.S. is finances. In fact, a recent Paycom survey found that nearly half (49%) of full-time U.S. workers cited finances as the biggest barrier to receiving mental health care. That’s why we offer $0 out-of-pocket costs for mental health care and provide free, on-site wellbeing advisors across our corporate campuses.
Companies need to empower their employees at a grassroots level. Don’t overcomplicate things or imply that it’s not our job to be human and listen to others when they need it. Everyone can show kindness, regardless of tenure or role. Sometimes, just asking, “Are you OK?” and really listening is enough. Sometimes, we are the ones who need someone to listen.
Employees need to feel prepared to assess their personal experiences, difficulties, and stressors. What are the signs of burnout? How does burnout feel physically? Do you have a plan for when family and work responsibilities clash? The fact that these are difficult questions doesn’t mean we shouldn’t ask them.
We often learn by observing and then doing. When employees see others, especially those in leadership positions, seeking help and prioritizing their mental health, they are more likely to follow suit. Allow for empathy. Don’t let individuals have to choose between empathy and meeting standards.
Paycom recently presented a check for $33,000 to the National Alliance on Mental Illness (NAMI) at our new Wellbeing Center. Being able to provide critical resources to an organization like NAMI at our new facility is certainly special. But guess what I’m most proud of? When I left a presentation, I knew I could look my colleagues in the eye and ask them how they were or let them know how I was doing. These interactions aren’t rare exceptions, they’re the norm we live by every day.
Tanner Bergman, MS, LPC, NCC, is director of wellbeing at Paycom.
