Mental Health in Hospitality: A Practical Guide to Supporting Your Team’s Wellbeing
Mental health in the hospitality industry is undeniably important and should be a concern for everyone. However, it's only in recent years that the hospitality industry (indeed, the world in general) has begun to recognise and discuss this issue. The growing awareness is crucial, as mental health is an increasing concern in the sector. The industry's fast-paced environment, long hours, and high-pressure situations can significantly impact all employees. Mental well-being is as critical as recruitment and retention, yet it often goes overlooked. Hospitality workers are the backbone of the industry, and their emotional and psychological state is vital to their performance and, ultimately, the success of the business. Addressing mental health isn't just about ticking a box—it's about creating a sustainable, supportive workplace where employees feel valued and understood.
The statistics paint a troubling picture. The Burnt Chef Project reports that 84% of hospitality professionals have experienced mental health issues at some point in their careers. Despite this, 46% would not feel comfortable discussing these concerns with their colleagues. Moreover, only 24% of hospitality employees receive mental health support as a work benefit. Poor planning in the industry also contributes to stress, with 69% of employees getting less than a week's notice for their next shift, and 68% considering leaving the industry due to inadequate scheduling practices.
The stigma surrounding mental health remains a significant barrier to seeking help. While global awareness is growing and conversations about mental health are becoming more common, there's still much work to be done. In the hospitality industry, this stigma is particularly pervasive, often deterring individuals from speaking up or seeking support. Although it's encouraging that mental health issues are now discussed more openly than before, the industry generally lags behind in creating environments where employees feel safe to address these challenges without fear of judgment.
Fortunately, many hospitality businesses are doing a great job in supporting their employees' well-being. Projects like The Burnt Chef have already provided free mental health support and therapy to over 6,400 hospitality employees—a great start. To amplify this impact and make it global, it's best to begin with our own companies and adopt best practices that prioritise mental well-being. Here are some guidelines for your company.
Promote open communication: Encourage honest and open dialogue about mental health. Create an environment where employees feel comfortable sharing their concerns without fear of repercussions.
Provide mental health resources: Share information about mental health resources like The Burnt Chef Project and other support networks. Ensure employees know where to turn for help.
Flexible scheduling: Offer more control over shift patterns and plan schedules in advance. A work-life balance is essential to maintaining good mental health.
Mental health training: Provide training sessions and workshops on mental health awareness. Equip managers with the skills to recognise signs of stress and provide appropriate support.
Written policy: Develop a clear mental health policy. Ensure all employees are aware of it and understand the support available to them.
Anonymous surveys: Conduct regular, anonymous surveys to gauge the mental health climate within your business. Use the feedback to make informed changes.
Peer mentoring: Establish mentoring programs, particularly in larger teams. Encourage peer support and create a sense of community.
Resource hub: Create a centralised hub where employees can access guides, articles, helpline numbers, and other mental health resources.
Wellness programs: Introduce wellness initiatives such as meditation sessions, yoga classes, or subsidised gym memberships. Encourage participation in these activities to help reduce stress.
Normalise conversations: Make mental health discussions a regular part of workplace culture. Lead by example and show that it’s okay to talk about mental health.
Review workloads: Regularly assess workloads and adjust shift patterns to prevent burnout. Ensure employees have adequate time off between shifts.
Encourage use of paid time off: Actively encourage employees to take their leave and recharge. It’s vital for maintaining long-term well-being.
Lead by example: As a leader, demonstrate the importance of mental health by prioritising your own well-being. Your actions set the tone for your team.
Reducing burnout and supporting mental well-being in the hospitality industry doesn't have to be expensive or complicated. These small steps can make a significant difference. A happy and healthy workforce is more productive, stays longer, and contributes more to the success of your business. It's time to recognise that maintaining high standards in employee culture, communication, and benefits is as essential as providing excellent service. After all, your team's mental health is the foundation of your business's future.