5 Ways Nonprofits Can Help Boost Employee Mental Health

Most nonprofit employees bring a passion to their work.  They strongly believe in the mission of their organization and generally pour their heart and soul into their jobs daily. 

While this higher level of dedication can be a blessing to your nonprofit, it might also drain the mental health reserves of those same hard-working employees.  After all, even batteries need to be recharged.

The emotional well-being of employees – especially for those on the frontlines of your organization – works in much the same way:

  •  They make emotional withdrawals while assisting clients.
  •  They are frequently tasked with achieving more while having fewer resources.   
  • The financial constraints of nonprofits budgets can also increase employee stress levels. Whether it’s lower than typical pay that doesn’t cover everyday expenses due to inflation or perhaps costly expenses at home, the impact is real.

It can quickly add up to a mental health crisis for nonprofit employees.  Here are five practical solutions your organization can implement to make a difference for your employees.

1. Train managers on mental health issues and the resources available.  Your managers and frontline supervisors are often the key to implementing new policies and creating a supportive atmosphere.

    Studies show that training supervisors and managers about employee wellness and mental health helps those staff members better support their employees and more quickly identify signs of stress and mental health issues.

    And, it doesn’t have to eat up a lot of their time.  As little as 3 hours of training can help increase awareness of mental health and make your managers and supervisors more motivated to promote mental wellbeing for their employees.

    2. Increase employee options for autonomy and flexibility.  Giving employees more control over how and when they do their job can directly increase satisfaction and mental health.  An employee who feels empowered to do their job without excessive oversight is often more motivated – which can lead to enhanced performance for your organization.

    At the same time, certain employees may value job flexibility over other options due to their family circumstances.  A frontline employee with small children might appreciate the opportunity to take advantage of remote working options if their job doesn’t require in-person meetings with your nonprofit’s audience.

    3. Regularly share what mental health benefit options are available utilizing multiple channels.  If mental health benefits are only communicated during your nonprofit’s open enrollment window, they’re not likely to be front of mind or highly utilized when employees might need them. 

    Instead, make it a priority to post flyers in employee break rooms about your mental health care options (or free options from organizations such as the National Alliance on Mental Illness [NAMI]).

    Encourage managers to highlight mental health care benefits as they see employees facing challenging situations. And to help eliminate the stigma of using mental health benefits, ask the leaders of your nonprofit to communicate the importance of using available benefits to help all employees feel more comfortable reaching out for help when they’re stressed or overwhelmed.

    4. Emphasize work/life balance and self-care.  Your employees bring a passion to their job.  They feel a sense of urgency to serve your community and make a difference.  Many work long hours, take on additional responsibilities outside of the scope of their job or feel they need to be available 24/7.

    But that constant level of commitment often cannot be sustained without a healthy work/life balance. Emphasizing things like family time, making exercise a priority, getting enough sleep and taking care of themselves in general are great ways to help your employees switch off and recharge.

    5. Be mindful of burnout and actively intervene to help employees take a break from stressful situations.  Burnout is a real concern – especially for many of the top performers at your nonprofit. In a 2023 McKinsey survey of nonprofits, 88% of them reported stress levels at the “orange” or “red” level.  In those circumstances, burnout is a common result.

    Nonprofit work can be a balancing act.  The passion your employees bring to their jobs can be extremely fulfilling.  But at the same time, it can lead to emotional exhaustion – especially when dealing with challenging or unchanging social situations.

    Encourage managers and frontline supervisors to pay attention to employees working at an exceptionally high level for an extended period.  Provide them with extra flexibility to step away from their job functions for a few days.  Think of flexible ways you can reward them with work/life balance solutions to show your appreciation for their hard work.

    Prioritizing mental health shows your employees you value their contributions.  It’s a smart way to reward the passions they bring to your cause … while helping your nonprofit function at the highest levels.

    UST can help you focus on your mission while supporting your HR and financial needs.  Take advantage of UST’s Free 60-day HR Trial and discover how we can help your nonprofit manage your employees’ mental health needs. With UST HR Workplace, access Live Certified HR Experts, Work-from-Home Resources, 300+ Employee Training Courses, Thousands of Downloadable Forms & Checklists, an Online Employee Handbook Builder, and Job Description Tools. Our HR support lightens your workload, promoting better mental health so you can focus on what truly matters – your mission.

    RESOURCES:

    Sciencedirect.com

    Psycnet.apa.org

    Selfdeterminationtheory.org

    McKinsey.com

    McKinsey.com

    Categories:
    Blog Label:
    Content Pillar:
    Media Type:
    Topic:
    Tags:
    SC
    07/26/24 9:23 AM

    More Blog Entries

    11/08/24
    Question: How do we know when an employee is ready for a leadership role?...
    10/25/24
    Hiring for a nonprofit organization comes with its own set of challenges. With smaller budgets, limited resources, and a competitive...
    10/18/24
    Social media has become an indispensable tool for nonprofit organizations in today’s digital age....

    Terms Of Use

    Privacy Policy and Terms of Use

    UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.

    Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.

    UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.

    Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.

    This Privacy Policy and the Terms of Use for our site is subject to change.

    Privacy Policy

    Privacy Policy and Terms of Use

    UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.

    Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.

    UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.

    Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.

    This Privacy Policy and the Terms of Use for our site is subject to change.