The impact of mental health on talent retention is an essential topic for consideration. Research has demonstrated that individuals with mental health issues are more likely to experience job loss than those without such problems.

Studies have also suggested that employers may be able to reduce the likelihood of job loss among employees with mental health issues by providing support and resources to address their specific needs.

Additionally, organizations should strive to create a supportive workplace culture in which employees feel comfortable discussing their mental health concerns.

This article will provide an overview of how to assist anxious employees in feeling motivated and examine the impact of mental health on talent retention.

Comprehending Anxiety

Anxiety manifests itself in different ways. According to the United States Department of Health and Human Services, the main types of anxiety in people are:

1. Panic disorder
2. Post-traumatic stress disorder (PTSD)
3. Obsessive-compulsive disorder (OCD)
4. Social anxiety disorder
5. Generalized anxiety disorder

A person with anxiety may always feel on the verge of collapsing, have difficulty concentrating, or be constantly worried. In addition, anxiety often generates irritation, fear, and indecision.

These can lead to other emotions, such as fear and frustration, negatively impacting job performance and coworkers' productivity.

A study by Ginger titled "Workforce attitudes towards mental health" found that many CEOs are aware of the effect of their employees' mental health on their work, with 80% recognizing that poor mental health adversely impacts productivity.

Employers should know that anxiety is a disability and make reasonable accommodations to support those team members. Employees should feel supported; this will encourage them to collaborate for maximum productivity.

Talent Retention is Critical for any Company

Talent turnover is costly for organizations. According to McKinsey, replacing a leaving employee costs an average of six to nine months' salary.

Recent research reveals that combining financial and non-financial incentives, targeting employees at all levels at risk of leaving, requires only a quarter of the previous budget.

American companies lose $1 trillion every year due to voluntary employee turnover. However, these figures only represent the costs of recruiting and training and do not reflect the profound impact that the loss of knowledge leaves and the potential income that an experienced employee could have generated for the company.

Providing robust mental health support has become a key factor in recruitment and talent retention. In light of the expanding remote workforce, it is essential to consider mental health benefits suitable for global work teams.

The Impact of Mental Health on Talent Retention

Mental health has a significant impact on talent retention. Studies have shown that employees with poor mental health are more likely to leave their current job, resulting in increased turnover costs for employers.

As we saw before, mental health issues can lead to decreased productivity, absenteeism, and increased stress levels among employees, all of which can have a negative effect on the workplace environment.

Also, employees with poor mental health may be less engaged and less likely to stay with the company long-term.

Employers should ensure that their employees’ mental health needs are being met. This could include offering access to counseling services or other forms of support, providing flexible working arrangements, and implementing policies that promote work-life balance.

Additionally, employers should strive to create an open and supportive workplace culture where employees feel comfortable discussing mental health issues without fear of stigma or judgment.

By taking proactive steps to address mental health issues in the workplace, employers can help retain talented employees while creating a healthier and more productive work environment.

How to Assist Anxious Employees in Feeling Motivated

Motivating anxious employees can be a difficult task, as anxiety can lead to feelings of low self-worth and a lack of confidence. However, providing support and reassurance to this talent is vital to help them feel motivated and productive.

Here are some tips for assisting anxious employees in feeling motivated:

1. Communicate openly and honestly

Ask questions that will help you understand their feelings, and encourage them to discuss any worries or concerns.

2. Provide positive reinforcement

Provide positive feedback when they meet their goals, and acknowledge their efforts in achieving them. This will help build their confidence and make them feel appreciated for their efforts.

3. Create a supportive environment

Let employees know they can come to you if they need help or advice. Ensure your team understands that everyone should be treated with respect and kindness, regardless of their anxieties or worries.

4. Encourage the employee to take breaks throughout the day

Encourage your anxious employee to take time out for themselves, whether going for a walk, meditating, or engaging in other activities that bring them joy and relaxation. This reduces stress and gives them time to clear their minds.

5. Set achievable goals

Help your anxious talent set achievable goals tailored to their situation. This can help them stay motivated over time and build self-confidence.

6. Offer additional resources

Ensure employees access resources such as counseling services or support groups that can offer further emotional assistance during challenging periods. Online courses are available to aid personnel in managing their anxiety more efficiently and boosting their self-assurance.

7. Be Flexible

It is essential to be flexible and understanding of anxious employees. Offer flexible working hours, telecommuting options, or job-sharing opportunities.

In Conclusion

It is imperative to remember that not all disabilities are visible. People with mental health issues such as anxiety can still be productive and successful in the workplace, but they may need extra support and resources to help them do so.

As a manager, you are responsible for providing this assistance and creating an environment where these individuals can feel comfortable and safe while contributing their best efforts. In doing so, you will ensure that every talent in the workplace has the opportunity to succeed and reach their full potential.