55% of employees are either starting a new job or looking for one.
And a further 35% of working adults say it is likely they will consider changing jobs within the next year.
Competition for candidates is strong across almost all sectors.
Potential employees, particularly the younger generations entering the workforce, are looking for employers that take mental health and wellbeing seriously. The mental health expectation gap creates a disconnect that can weaken your mental health and wellbeing benefits.
The employee mental health expectation gap is the disconnect between the type and quality of support on offer and how well it matches the needs of your employees.
Typically, employers significantly overestimate the support they give employees, and with a competitive recruitment environment, potential employees, are looking for employers that take mental health and wellbeing seriously.
An IBM study titled “Closing the Chasm” found that 80% of business leaders agreed or strongly agreed when asked if their companies were supporting the physical and emotional health of employees.
However, when employees were asked the same question, only 46% agreed.
The mental health expectation gap means that the time, resources, and money that you put into planning and launching new mental wellbeing benefits are wasted because it isn’t matching employees’ needs, and can make it difficult for you to recruit and retain your best people.
An IBM study found that 80% of business leaders agreed or strongly agreed when asked if their companies were supporting the physical and emotional health of employees.
However, when employees were asked the same question, only 46% agreed. 
The workforce is more diverse than ever with the most generations in it we have ever seen.
On top of that we need to keep in mind new employee demographics such as early careers colleagues, digital nomads, and the ageing workforce – all of which have their own unique needs.
It is impossible to understand each employee’s needs, yet that’s what’s needed to solve the problem.
The mental health expectation gap also has multiple factors, some under your control, and some not. Some you will know about and can see every day, and some are hidden in plain sight.
The good news is that when the right interventions and changes are executed properly, they can make a huge difference.
Of those employers who had invested in their workers’ mental health and wellbeing, 60% reported seeing a reduction in absenteeism, while 40% saw a direct correlation with their profitability.
Employee surveys play a crucial role in closing the mental health expectation gap by providing a dedicated channel for employees to express their thoughts, concerns, and expectations regarding mental health support within the organisation.
With survey feedback, you can begin to pinpoint gaps between employee expectations and your current mental health initiatives.
Regularly running employee surveys on mental health will help you create a culture of transparency, give you the tools you need to proactively address emerging issues, and create workplace culture that genuinely prioritises employee mental wellbeing.
About the author
Lucy Harvey, COO at Stribe, has 11+ years’ experience in purpose-driven leadership roles across health, wellbeing, internal communications, employee engagement, and marketing. She is passionate about creating workplaces where people are happy, fulfilled, and feel comfortable and safe to talk.
