Covid might be old news now, but its impact on mental health lingers in many workplaces. “80% of employees have experienced some sort of stress at work in the last week, but the way we address it is changing,” Jon Shimp, the head of sales at Calm said during a thought leadership spotlight at From Day One’s Salt Lake City conference. 

Shimp, who has over 20 years of experience in the digital health space, says it’s time for mental health support from employers to evolve from the reactive crisis management approach of the pandemic era to preventative care and personalized solutions.

The Mental Health Crisis at Work

The numbers are staggering: an estimated 20-25% of adults report dealing with mental health conditions annually, according to the National Alliance on Mental Illness (NAMI). While stressors like political shifts and return-to-office policies can exacerbate workplace anxiety, the real problem is how companies respond. 

Many employers adopted an “everything-at-once” approach during the early days of the pandemic, scrambling to provide mental health resources for employees, says Shimp. “It wasn’t necessarily a strategy; it was a volume play,” he said. 

Companies now have the opportunity to refine their approach to addressing the mental well-being of their employees by assessing what works, eliminating ineffective policies, and streamlining access to care.

From Vendor Fatigue to Smarter Collaboration

The exponential increase in the popularity of digital health solutions has created unintended consequences like vendor fatigue. HR leaders often report feeling overwhelmed by the many options available. 

“There are over 200 vendors competing for mindshare in the benefits space,” Shimp said.

One major shift that’s ongoing is encouraging vendors to collaborate. “A lot of these services are interrelated,” he said. “If they can pass referrals to each other and share data, it leads to better care outcomes.”

Companies can better serve employees with a holistic approach instead of segmenting the treatment of physical or mental health disorders. By managing health holistically rather than segmenting conditions like diabetes, hypertension, and mental health, companies can provide employees with a seamless experience.

The Mind-Body Connection: A Holistic Approach

One popular misconception about mental health disorders is that they occur in isolation. Research shows that many mental disorders are linked to chronic health problems. 

“If you have a chronic condition like diabetes, COPD, or heart failure, you have a 50% likelihood of experiencing depression,” Shimp said. “For those with multiple chronic conditions, that risk jumps to 75%.”

Companies are starting to recognize the importance of addressing employee mental and physical health issues together. For example, Calm Health leverages its well-established meditation and sleep tools with clinically validated assessments like the General Anxiety Disorder (GAD) and Patient Health Questionnaire (PHQ) tests, helping to identify employee needs early on and paving the way for targeted interventions. 

Traditional benefits packages often miss the mark because of a lack of personalization. “Middle-aged men, for example, are historically terrible at engaging with their healthcare benefits,” Shimp said.

 “They’re not waking up thinking, ‘I should check my benefits page for a therapist.’ But if they start with a sleep story or a focus tool, that’s an entry point into deeper engagement.” Calm Health personalizes recommendations based on every employee’s needs, from managing chronic conditions to helping with stress management. 

The Importance of Preventative Care

Companies have traditionally focused their efforts on the mental health of employees in crises, often neglecting those who are generally doing well but experience anxiety occasionally, Shimp says. 

“Preventative care is essential to stop employees from sliding into high-acuity situations,” he said. “Maybe someone is dealing with a bad breakup or grief. Providing them with resources early on can prevent more severe issues down the road.”

Employers are now prioritizing investing in tools that help employees deal with everyday stress, protecting their mental health instead of waiting until they’re in a crisis. 

Leaders will play a vital role in reshaping workplace culture as attitudes toward employee mental health become more proactive and less reactive.

“Leaders showing vulnerability is a huge piece of the puzzle,” Shimp said. “Employees need to see that their managers are human too.” Leaders sharing their struggles with team members normalizes conversations about mental health and encourages employees who need help to seek it. 

One message remains clear as companies refine their approach to employee mental health: personalized, preventative, and holistic solutions are the future of workplace wellness. Employers who embrace this shift aren’t only supporting the well-being of their employees; they’re fostering a healthier, more productive workforce. 

Editor’s note: From Day One thanks our partner, Calm, for sponsoring this thought leadership spotlight.

Ade Akin covers workplace wellness, HR trends, and digital health solutions.

(Photos by Sean Ryan for From Day One)