Every May since 1949, the United States has observed Mental Health Awareness Month (or Mental Health Month) as a way to raise awareness about and reduce the stigma around mental health. Leading up to the month of observance, Mental Health America (MHA) releases a Workplace Mental Health Toolkit to help employers be more intentional about mental health and support that of their employees.
MHA found in a study last year that 78% of workers think workplace stress affects their overall mental health. Not only do excess stressors often negatively impact an individual’s mental wellness – but they also can mean negative impacts felt by the employer if it leads to poor job performance or a high employee turnover rate. So, it is in the best interest of both employers and their teams for the organization to take mental health seriously and prioritize efforts to care for that of their staff members.
Reduce Uncertainty in the Workplace through Strong Communication
Much of the stress associated with stems from uncertainty or unclarity around roles, responsibilities, communication channels, or other organizational aspects. Prioritizing clear and effective communication – beginning with the initial job posting – reduces uncertainty on a number of levels. Employees need to fully understand their role and how it contributes to the overall success of the hotel. This means clear and accurate job descriptions, effective onboarding and training, and accessible opportunities for communicating with other staff and management.
Clarity around scheduling is another important factor in reducing added stress in the workplace. When possible, create schedules long enough in advance to give employees ample time to address any conflicts. Include employee feedback in processes like scheduling, so everyone understands how this part of operations works – and the why behind it.
When employees don’t feel heard or seen, workplace morale suffers and employee mental health can take a hit as well. So, communication channels need to go both ways and employees are encouraged to utilize them. Employers should make intentional time and space for employees to ask questions, provide feedback, and present any concerns they have about their employment or how the hotel operates – without fear of repercussions. Being encouraged to share freely and having their feedback considered by management when making decisions gives employees ownership over their success as team members. Including shared decision-making when possible is another way to keep employees engaged and fulfilled in the workplace.
Provide Information & Resources Around Mental Health Issues
Continuing with the theme of open conversation, providing easily accessible mental health tools and resources is another great strategy for hotel employers. There has long been a stigma attached to mental health, but taking the initiative to open the discussion around some of these topics might mean reaching someone struggling with the issue currently in a helpful way. Provide information and resources around stress and burnout in the workplace. Alternatively, create a mental health employee resource group, including employee feedback on how that group is formed and operates.
It’s unrealistic to expect an employer to provide all of the mental health tools and resources an employee might need, both because of limited capacity and lack of expertise in the space. However, there are often many resources available within a community that employees might find valuable, so employers providing accessible connections to these opportunities is a great option as well.
Prioritize Emotional Intelligence Training for Management Team
Part of leading effectively means knowing what your employees need to feel supported and providing that support for them to be successful in their roles. Emotional intelligence (EQ) isn’t often explicit in management job descriptions, but having a high EQ means you are skilled at recognizing your emotions (and those of others) and adapting thinking and actions based on those emotions and feelings involved.
Why is it important for leaders within the hotel industry to have a high EQ? It takes many people to successfully operate a hotel or other accommodation, each of those individual contributors working together towards a common goal. Having a high EQ, hotel managers (or functional managers) can better recognize signs that an employee may need more support. When it comes to mental health, many of the signs of a struggle are more visible to those other than the individual experiencing them.
Emotional intelligence is innate for some, but for many individuals – it takes intentional practice to improve. Organizations that offer EQ training produce top-quality leaders, meaning they are equipped to support their employees – and their mental health – effectively. It’s often those leaders lacking emotional intelligence that see their teams displaying low morale and having high turnover rates.
Our Commitment to Employee Mental Health
There is a reason we are leaders in hospitality and consistently the employer of choice within the extended stay hotel industry. In addition to prioritizing guest satisfaction during their stays, we strive for a positive employee experience daily. This means opportunities for advancement, cross-training opportunities, and comprehensive benefit offerings. It also means we foster a supportive culture, including ample efforts and resources to support the mental health of our employees.
Sound like the type of environment you might thrive in? Looking for a new hotel job opportunity? We have openings across the country in a variety of capacities. From housekeeping positions to night attendants and front desk personnel, our locations in nearly every state are welcoming dedicated employees to join their teams before summer. To see what opportunities await within a company that prioritizes employee wellness, check out our hotel jobs database today!