Mental Health in the Workplace
Written by Emma McJury
The topic of mental health is commonly overlooked and discouraged in the workplace, even though it affects many employees and their job performance. Mental health disorders tend to be hidden at work but can include symptoms such as headaches, stress, and the feeling of being overwhelmed and anxious. According to the Center for Disease Control and Prevention, “Nearly 1 in 5 US adults age 18 or older (18.3% or 44.7 million people) reported any mental illnesses in 2016”. Poor mental health can negatively affect employees by altering their job performance and productivity, engagement with work, communication with coworkers, physical capability, and daily functioning. To promote better mental health, employers should acknowledge mental health and stress management for their employees and offer solutions and prevention methods to combat this issue.
Business models today are seeking a “bang for their buck”, meaning productivity and doing as much work in as little time as possible. It is observed across the board that employees are overloaded at work. Afraid of jeopardizing their job, most of the workforce does not seek help which results in the problem going unsolved and the health condition going untreated. Action steps employers can take may include self-assessment tools, clinical screenings, insurance for mental health-related illnesses, and the education of employees of all ranks for signs of mental health disorders and solutions. These small changes and amenities offered by companies can lead to an overall happier and more productive employee by rehabilitating their mental illness.
There needs to be a shift in priorities throughout the workforce. The factors that threaten the workplace continue to grow, especially since the COVID-19 pandemic. Employees struggle with the hardships and challenges that have changed their lives for the last year, as they adapt to a new and temporary lifestyle. With so much uncertainty, people live their personal lives with stress and anxiety, without the addition of work. In addition, the workforce as a whole needs to create a culture where people can be themselves and not be penalized for asking for help when they are overburdened with work.
While the workplace still needs a strict environment to ensure quality work, there needs to be some nurturing and reassurance. Emotional intelligence and relational wellbeing are increasingly being discussed in the workplace and refer to the way individuals relate to their challenges, successes, and the people around them. Being isolated has caused a disconnection between employees and their work, creating barriers mentally and physically. With so many generations in the workforce now, employers need to be aware of demographic needs in order to be productive. Forbes explains meeting the needs of a multi-generational workforce; “Generation Z is new to the workforce while Millennials are maturing in their careers and Gen X are assuming leadership roles. Meanwhile, many Boomers are delaying retirement. Each of these phases bring different common stressors, needs, and preferences for workplace resources – though no generation is a monolith” (2020). The various groups respond differently to stress factors and need to be acknowledged accordingly.
Mental health should not be looked down upon. In fact, employers should invest in their employees and invest in their health. The average person spends about 90,000 hours at work, roughly one third of their lifetime. For the amount of time spent at work, it needs to be an understanding and forgiving environment where employees are able to voice their concerns. Mental health has recently been given the spotlight and taken more seriously, but it's time for action in employers everywhere to make these changes to improve the health and wellbeing of their employees.