The consequences of ignoring this sphere and pushing it down the list of priorities can be really serious, as untreated feelings of exhaustion, occupational burnout and chronic stress can lead to the development of depression, among other things, and in the long run can also take a toll on an employee’s physical health.
According to a survey conducted by Benefit Systems in 2022, as many as one in three employees feel tired and fatigued at work at least a few times a week, and one in ten - every day. That’s not all, however, since as many as one in five working Poles feel overtired before they even start their workday, which is a textbook symptom of the occupational burnout.
The issue of mental health crisis is a trend not only in Poland. Research from the Willis Towers Watson show that 73% of employers worldwide report that stress, burnout and mental health problems are the biggest challenges for them in terms of human capital management.
As you can see, the situation is already really serious, and the World Health Organization is warning that this condition will get even worse. In response to this threat, the European Parliament is proposing to make 2023 the European Year of Mental Health, and is preparing further resolutions with tips and guidelines on how to support the mental health of employees. The parliament’s main guidelines are to make working hours more flexible and to regulate remote work. What else can be done at the organisational level to avoid contributing to the growth of the disturbing phenomenon of the mental health crisis? Check our suggestions for how you can take care of your team's mental health.
Caring for the work environment
In order to support the well-being of employees in our organisation, we should first start by looking at what makes them feel burnt out and tired. Does our work culture contribute to the well-being of our employees? Do they feel understood, confident and appreciated? Do they know that we value their work?
On the surface it may seem trivial, but it is from indifference and a sense of meaninglessness that occupational burnout begins to sprout, and a negative work atmosphere accompanied by a lack of rest are the factors that directly exacerbate the mental health crisis. Therefore, it is important to analyse the work environment in which our employees function and modify it accordingly so that it is friendly to them and that they are eager to return to it.
Recognition and motivation
Is your organization’s incentive system doing its job? It is worth taking a closer look at its effectiveness and, if necessary, reach for new solutions that are emerging on the market. In such case, benefit packages can prove to be a helpful tool. They are not only proven motivators, but also allow us to express appreciation to employees and help build loyalty and strengthen ties in the workplace.
Benefits such as sports cards and access to online exercise enable employees to get some active rest, which is very important for regenerating not only the body, but also the mind. In addition, they stimulate people to take up health-enhancing activities, which is especially important since often low mood can push toward behaviors that will only exacerbate a difficult condition.
Passive and active rest
There should be a balance between work and rest, and the balance in the ways we rest is no different. Passive relaxation is important, especially if we have extremely little free time. However, active rest is equally important, as it is what helps to regenerate our minds, and in the long run also contributes to improved concentration and increased creativity.
In addition, doing even a few minutes of physical exercise a day improves circulation and positively affects the quality of sleep, which is an indispensable part of mental and physical health. Today one of common pastimes is to spend time in front of a computer, TV or phone screen. Meanwhile, new technologies can also be used to improve one’s well-being, such as by using phone apps designed to reduce the user’s perceived stress through guided meditation, relaxation or calming music. In this way, you can make passive rest even more supportive.
Communication and support
It’s worthwhile to open up to conversations about mental health, although this may raise objections from many – after all, human attitudes based on drawing a clear line between private and professional lives are well-known and common. It’s high time to change this outdated approach, because if a person is struggling with, for example, depression, it will not only accompany him (or her) at work, but eventually may even prevent them from doing their job. The problem of a deepening mental crisis will not go away, unless we open ourselves to its existence. On the contrary, turning away from it can only aggravate it.
Our employees should realise that they can communicate their problems and struggles, and know that they will be heard and understood. A health benefits package, complete with access to psychological or psychiatric care, may also be an additional element. Communicating honestly and openly about mental well-being and destigmatising mental disorders are very important because they encourage employees to take care of their mental health and not push it to the back of their minds.
Drawing attention to the problem and educating
It is also important to make your employees aware of the risks that mental problems can pose as well as adequately prepare and alert them to the early signs of occupational burnout, depression or mental disorders. With proper education of employees, we have a chance to reduce the likelihood of such situations, and as we all know – it is much easier to prevent than to cure. If we have the opportunity, it’s worth investing in professional training or workshops on mental health – it is definitely an investment in the future of not only employees, but also the company’s welfare.
Why invest in employees’ mental health?
In addition to the fact that it is simply ethically desirable to co-create a healthy and safe working atmosphere, it also has an economic rationale. What else can we gain apart from employee satisfaction and support? The list of benefits is extensive:
- Lower employee turnover
An employee who feels appreciated and cared for is a loyal employee. It may seem like a trivial matter, but reliable and permanent staff is a rarity in these uncertain times, as employee turnover generally increases with economic and health concerns. A 2021 study by Forrester Research indicates that nearly 80 percent of employees consider the availability of mental health-related support a key element of the workplace and take this into account when deciding whether to stay or change jobs.
- Quality of work
An adequate amount of rest, both passive and active, contributes to improved concentration and enhanced creativity. According to the American Psychological Association, people who have free access to a mental health professional are productive workers, maintain good relationships with supervisors and colleagues, and provide better customer service.
- Cost reduction
In addition to better quality of work, which translates into profit for the company, we can additionally expect cost return due to fewer sickness absences. According to the WHO, by investing in the mental health of employees, we can expect as much as four times the cost return as measured by employee productivity and fewer sickness absences. Moreover, chronic stress, depression and occupational burnout can lead to physical illnesses, including heart and immune system diseases. Investing in preventive care with respect to employees’ mental health can therefore reduce the incidence of serious illnesses and, in turn, the cost of related insurance.
To illustrate the ever-growing problem with the mental health of societies, a Gallup Institute survey can be cited. The institute’s representatives checked people’s sense of unhappiness in an international survey (The Global Rise of Unhappiness), which found that the percentage of people describing themselves as unhappy in the society has been rising over the years. In 2006, 24 percent of those surveyed felt unhappy; in 2015, that number rose to 26 percent, to reach 33 percent in 2021.
It is worth taking into account the fact that a person in whom some kind of psychological discomfort is growing, as a result of which they forgo their usual activities (such as time spent on hobbies or meeting friends), generally tries to maintain employment for as long as they can. Therefore, the work environment should, as much as possible, provide psychoeducation and contribute to preventing mental health issues. Everyone will benefit from such measures.
Bibliography:
- „2021 Benefit Trends Survey”. A report by Willis Towers Watson, 2021.
- Keus van de Poll M, Nybergh L, Lornudd C, et al "Preventing sickness absence among employees with common mental disorders or stress-related symptoms at work: a cluster randomised controlled trial of a problem-solving-based intervention conducted by the Occupational Health Services", Occupational and Environmental Medicine, 2020.
- Harder, H. G., Wagner, S. L., & Rash, J. A. "Mental illness in the workplace: Psychological disability management", Gower Publishing Co., 2014.
- "Making the Investment Case for Mental Health: A WHO/UNDP Methodological Guidance
- Note", 2019.
- Debra Lerner, Mercedes Lyson, Eileen Sandberg, William H. Rogers, "The High Cost of Mental Health Disorders: Facts For Employers", 2018.
- Jon Clifton Blind Spot: The Global Rise of Unhappiness and How Leaders Missed It Hardcover, 2022.
- “Tired, Indifferent and Uncommitted. The Post-Pandemic Needs of Employees”. A report by Benefit Systems, 2022
