The COVID-19 pandemic has resulted in employees being exposed to transformational stressors from within and outside the organization. This has created an opportunity for employee mental health solutions. Indeed, there has been a rapid growth in start-ups offering clinical mental health services via a digital health platform. These platforms servicing enterprise employee mental health needs have not been evaluated with respect to their ability to enhance management communication. Hence, the aims of the present study are to explore communication and service attributes across a sample of five operational leading commercial start-up platforms for mental service delivery to employees. We have observed that all platform models focused on providing on-demand mental health consultation services. Existing platforms fail to adequately support management communication for mental health solutions across 80% of platforms reviewed. We recommend that industry start-ups should understand the need for management engagement with digital mental health platforms. Digital mental health platform solutions in the workplace are ideally supported by valuing leadership communication. A culture around mental health will create sustainability in digital mental health solutions for an organization.

Objective The comparison of Google internet searches for worker wellbeing and resilience during COVID has not previously been undertaken. It is important to understand interest in wellbeing and resilience as both constructs influence health and burnout. Our objective to investigate internet interest in both wellbeing and resilience during COVID. Using Google Trends, data on global search English word queries we compared “worker wellbeing” or “wellbeing” versus “resilience” or “psychological resilience”. Two time periods were compared, the last 5 years and the last 12 months, both up until the end of April 2022. The relationship between web search interest, reflected by search volume index (SVI) for all categories versus the business and industrial category evaluated. Results Open category searches on Google trends for the key words “worker wellbeing” or “wellbeing” demonstrated increased SVI peaks for COVID periods. Sub-group analyses demonstrated the category business and industrial had less web search interest in wellbeing and an increase in search terms related to resilience but not psychological resilience. Online interest in wellbeing and resilience represents a complex search metric. There are differing search interests depending on whether the category business and industrial is chosen versus the general Google Trends category.

The COVID-19 pandemic has resulted in employees being at risk of significant stress. There is increased interest by employers to offer employees stress monitoring via third party commercial sensor-based devices. These devices assess physiological parameters such as heart rate variability and are marketed as an indirect measure of the cardiac autonomic nervous system. Stress is correlated with an increase in sympathetic nervous activity that may be associated with an acute or chronic stress response. Interestingly, recent studies have shown that individuals affected with COVID will have some residual autonomic dysfunction that will likely render it difficult to track both stress and stress reduction using heart rate variability. The aims of the present study are to explore web and blog information using five operational commercial technology solution platforms that offer heart rate variability for stress detection. Across five platforms we found a number that combined HRV with other biometrics to assess stress. The type of stress being measured was not defined. Importantly, no company considered cardiac autonomic dysfunction because of post-COVID infection and only one other company mentioned other factors affecting the cardiac autonomic nervous system and how this may impact HRV accuracy. All companies suggested they could only assess associations with stress and were careful not to claim HRV could diagnosis stress. We recommend that managers think carefully about whether HRV is accurate enough for their employees to manage their stress during COVID.