EPISODE 8:  Mental Health

Ep 8: Mental Health 2/18/25

All right, welcome back to Unstifled.

I'm your host, George Nijmeh, and this is the podcast where we call out the BS rip apart corporate nonsense and actually talk about how work should be.

Today, we're diving into mental health at work.

More specifically, how companies love pretending to care while doing absolutely nothing that actually helps.

Because, let's be honest, corporate America has mastered the art of sounding supportive while still making sure you feel guilty for taking a lunch break.

They'll send out an email about mental health awareness while your boss schedules back-to-back meetings with no breaks.

They'll throw a random mental health day, but if you actually take it, your inbox will be a war zone when you return.

Or, better yet, you'll see your position posted on Indeed.

So today, we're breaking it all down.

One, the reality of workplace mental health efforts.

They suck.

Two, the difference between performative efforts versus actual support.

Three, simple fixes that would make a huge difference but are somehow too hard for HR to implement.

Four, a few companies actually doing it right, they do exist.

And five, what should happen, but why it probably won't.

So, grab your stress ball, your resignation letter, or your over-caffeinated brains, because we're about to get Unstifled.

All right, so the first part of this is we're gonna talk about how companies pretend to care, but secretly don't.

All right, let's start with the mental health theater companies love putting on.

We all know the type.

HR sends out an email about mental wellness with a link to a PDF no one will ever read.

Or they bring in a self care expert for a one hour webinar while ignoring the fact that their employees are drowning in work.

Then there's the infamous employee assistance programs.

Oh, you haven't used one of them?

Of course not, because nobody knows how it actually works, but it exists.

So technically your company can say they offer mental health support.

Meanwhile, the reality is this.

Burnout is through the roof.

People are mentally checking out while still physically showing up.

Gen Z and millennials are over it.

They don't want to hustle for a company that treats them like disposable robots.

Leaders are confused.

They want the engagement, but don't realize that you can't force people to care when they're running on fumes.

And yet, when people finally quit, leadership acts completely shocked.

Oh no, why are employees leaving?

Maybe because no one wants to be part of a family where the only bonding experience is mutual suffering.

All right, second part, bare minimum versus real support.

So let's break it down.

What's fake mental health support?

And what's actually helpful?

So what's fake?

A mental health awareness poster in the break room.

Fake wellness seminars during lunch, unpaid.

Fake encouraging mindfulness, but still expecting 60-hour work weeks.

Fake a no meeting Friday that somehow still has meetings.

You guessed it.

Fake what's real mental health support?

Workload balance.

Not time management tips, but actually hiring enough people so one person isn't doing the job of three.

Respecting boundaries?

No.

Your boss shouldn't be texting you at 10 p.m.

about a quick update.

Knock it off.

Making mental health normal.

Employees should feel comfortable saying, hey, I'm overwhelmed without fearing retaliation or a sense that you're coming for them now.

Actually giving a damn.

If your entire team looks exhausted, maybe the solution isn't another motivational email.

Maybe, just maybe, it's fixing the work environment.

Here's the deal.

If the job itself is destroying people's mental health, no amount of meditation apps, yoga classes, or free coffee is going to fix it.

It's like putting a band-aid on a bullet wound.

Now it could be a pretty nice band-aid, the best band-aid in the world, but just stop, stop putting band-aids on bullet wounds.

All right, part three.

Simple fixes companies could implement but won't.

If companies actually wanted to improve workplace mental health, they could start with a few basic things.

One, flexible work options.

Not everyone thrives in that strict nine to five.

Let people work when they're most productive.

Find that sweet spot of collaboration time with coworkers that also allows flex hours.

Two, respect for boundaries.

No one should feel obligated to check emails at midnight.

And if you must send a message at 11 p.m., at least use the schedule send feature.

Three, train managers to be humans.

If an employee says they're struggling, the correct response is not just push through it.

That's how you create a workforce of zombies.

Four, fix workload issues.

If your entire team is burned out, the solution isn't a mental health seminar.

It's hiring more people.

What a concept.

Five, normalize mental health days.

If someone needs a break, they shouldn't have to fake food poisoning to take it.

Yeah, they're faking it, people.

Imagine a world where these things were actually normal instead of a progressive company perk.

All right, part four, companies that are actually trying.

All right, not every company is terrible.

Some have figured out that mentally healthy employees equal productive employees.

Here's a couple of big ones.

Patagonia, for example.

They're famous for work-life balance that actually means something.

Employees get flexible schedules, real mental health support, and brace yourself encouragement to take time off.

Another big guy, Google, say what you want, but they offer actual mental health resources, including free therapy sessions.

And you might be thinking, well, I'm just not big enough to offer these types of activities.

Well, you know what?

Funny enough, it's actually and often the smaller businesses that get this right.

Why?

Because leadership actually knows their employees and isn't trying to squeeze every ounce of productivity out of them like a factory assembly line.

And then, of course, there are companies that just think they're doing well, but aren't.

And you know who you are.

All right, part five.

What needs to happen next?

But probably won't.

So what's the solution?

Companies need to stop treating mental health like a PR stunt and actually fix the root causes.

Stop glorifying burnout.

Exhaustion is not a personality trait.

Pay people what they're worth.

Financial stress is real.

If you want your people to show up as their best self, get to know them.

Nothing costs a company more than half their staff looking for a better-paying job all day.

Make mental health policies that matter.

Not just awareness campaigns, but real, practical support.

But let's be real.

Employees are tired of pretending they're fine.

And the companies that actually get this right, they'll be the ones that keep their best talent instead of wondering why everyone keeps leaving.

All right, that's it for today's episode.

Thanks for getting Unstifled with me.

If you like this episode, share it, send it to your boss, if you're feeling bold, and make sure you subscribe for more.

And hey, if you need a mental health day after listening to this one, take one.

You deserve it.

Catch you next time.