Measuring the impact of mental health initiatives

Mental health issues are a growing concern in workplaces.

According to the Canadian Mental Health Association (CMHA), one in five Canadians experiences a mental health problem or illness in any given year. These challenges can have serious consequences for employers, including increased absenteeism, reduced productivity, and higher turnover rates. Mental health issues cost Canadian businesses approximately $6 billion annually in lost productivity.

Mental health is not just a personal matter; it’s a workplace issue that directly affects productivity, morale, and the bottom line. Organizations are increasingly investing in mental health initiatives, but how can they tell if these programs are making a difference? Are they truly helping employees, or are they just another checkbox exercise?

Measuring the impact of mental health initiatives is not just about crunching numbers—it’s about understanding the human stories behind them. It’s about ensuring programs work for the people who matter most—your employees.

The broader benefits of measuring impact

Measuring mental health initiatives not only enhances individual well-being but also improves organizational performance. Companies that focus on mental health often achieve:

Higher productivity: Research shows that investing in workplace mental health programs can yield substantial financial benefits. For example, Bell Canada’s mental health strategy achieved a $4.10 return on investment for every dollar spent, highlighting the effectiveness of such initiatives.
Improved employee retention: Workers who feel valued and supported by effective mental health programs are less likely to seek employment elsewhere.
Enhanced reputation: Organizations prioritizing mental health build a strong reputation, attracting top talent and fostering long-term employee and client loyalty.

Strategies to measure mental health initiatives

1. Employee surveys and feedback

Anonymous surveys are one of the easiest ways to gather input on the effectiveness of mental health programs. By asking employees about their awareness of resources, satisfaction with support, and comfort in discussing mental health, organizations can identify strengths and gaps.

2. Absenteeism and turnover rates

Tracking changes in absenteeism and turnover can provide robust data that tells a story. According to Workplace Strategies for Mental Health, employees with untreated mental health issues take an average of 16 more sick days per year than their peers. Implementing programs like employee assistance plans and monitoring absenteeism trends can help organizations evaluate whether these initiatives are making a tangible impact.

3. Utilization of resources

Monitor participation in programs such as counselling, workshops, or wellness activities. If only a small percentage of employees use these resources, it could indicate a lack of awareness or barriers to access. For example, a company could track attendance at on-site mental health workshops and adjust their approach based on participation trends.

4. Focus groups or one-on-one feedback

Sometimes, surveys alone don’t tell the whole story. Hosting focus groups or offering private feedback sessions provides deeper insights into how initiatives impact employees on a personal level. Direct conversations can uncover challenges that anonymous surveys might miss.

Overcoming barriers to evaluation

Evaluating mental health initiatives is not always very easy. Here are some common challenges and how to address them:

Stigma: Employees may feel uncomfortable participating in surveys or openly discussing mental health due to fear of judgment or repercussions. To overcome this, organizations must foster a culture of openness and psychological safety, normalizing conversations about mental health through leadership advocacy and peer support.
Resource constraints: Smaller entities often struggle with limited budgets and access to advanced tools for evaluating mental health initiatives. Collaborating with external organizations like the Canadian Centre for Occupational Health and Safety (CCOHS) provides affordable resources and expert guidance to ensure meaningful and effective assessments.
Long-term impacts: Mental health improvements often take months or years to fully manifest, making short-term evaluations insufficient. Organizations should implement ongoing assessments using tools like regular employee feedback and long-term performance metrics to measure sustained benefits and refine programs for lasting results.

Leading the way forward

The path to improving mental health doesn’t end with launching initiatives—it begins with understanding their impact. By using tools like surveys, KPIs and tailored assessments, employers can ensure their programs truly support employees. In doing so, they are not just creating a safer, more productive workplace but they are building a culture of care that drives long-term success.

The next step is clear: start measuring to make meaningful change. How will your organization take the lead in mental health?

Michael Bach is an author and speaker, a thought leader in inclusion, diversity, equity, and accessibility, and an IDEA consultant to BuildForce Canada.