Why Mental Health Matters In The Workplace

During those oh-not-so-flattering days when I had to juggle two university degrees and a job, my mental stability wobbled every so often while I was at work. My mind would wander off to my assignments as I was serving customers; I would withdraw from my colleagues, with whom I had a pretty awesome banter most of the times, because I was dreading over the possibility of missing a deadline. (Fun fact: I never did).

My mind would never “sit” still — it always sprinted and jumped to the next milestone, to the next event as extravagant as my graduation.

Moral of the story: be present and in-the-moment no matter what. Cherish the NOW! If my 4-year tenure in hardcore multitasking has taught me anything is that mental health is important!!! So is the state of slowing down and letting life just flow (the “Attract not Chase” mantra of pure manifestation, I guess?)

Poor mental health is a challenge but not a weakness. Grasping the workings of your psyche can be the key to unlock your strengths — whether it’s showing your sensitivity and empathise with others, or your own need for room to forge new ontological paths.

What is mental health?

Safeguarding mental health in the workplace is no longer a nice-to-have but an absolute necessity.

Mental health is a state of well-being in which individuals are able to deal with everyday stressors, attain their highest potential, and positively contribute to their community.

In conjunction with physical and social wellness, mental health is a vital component of overall living. That said, mental health and human functioning are not separate pursuits but, instead, two elements of the same equation. Together, they are what make human beings thrive.

It's no secret that the interplay between body and mind is connective rather than divisive. Combined, they make up our internal equilibrium.

Mental health is the mark of a balanced boss-staff relationship and should be at the top of the head of any business owner. So long as there are legislations which eliminate non-safe working conditions, i.e., badly maintained equipment, poorly lit, or ventilated, or unsanitary spaces, so do they ensure that your mental welfare is taken good care of. (These formalities may also deal with situations where workplace accidents happen routinely, or whether any safety grievances issued by employees go unanswered).

The bottom-line is that if such health and safety policies are not in place, companies risk losing staff, decreasing profitability, and even facing prosecution.

Findings about workplace mental health

With Covid-19 still raging outside, the days that high cognitive performance was mental strength in motion are way gone. In Great Britain alone, 25% of workers confess they have reached a tipping point with their mental health. Based on a research report released by Lime Group, a health insurance company, nearly half of those enquired fail to conceal the drowning sense of stress, desperation, anxiety, burnout and misery from their colleagues.

Lime quips this psychological state as “pleasanteeism”, which describes the way one fake-smiles their return to work once the pandemic subsides and offices reopen. While 16% of those surveyed disclose that their mental health needs are not being met, 40% say they will seek employment elsewhere if their bosses don’t take action and share resources to regulate stress.

To be precise, a sobering 80% of a study comprised of 1,000 American employees revealed that they would consider quitting their job for something that prioritised mental health over profit generation. These are the highest “quit rates” to date in April and May of 2021 — what some social scientists dubbed the “Great Resignation” (a term that originates from 1932's “Great Depression”).

At its worst guise, such phenomenon sweeps deep-rooted workplace issues under the carpet, undercutting any effort to initiate a healthy discussion about mental wellbeing in work settings. 44% of those participating in the Lime Group study affirmed that low personal resilience affected their flexibility and ability to execute simple tasks at work, while poor mental health had led in emotional exhaustion, unproductive days, demotivation, difficulty in concentration, lack of focus, and calling in sick.

Emma Mamo, head of workplace well-being at Mind, a UK-based mental health charity, contends that

“regularly communicating and providing opportunities for staff to talk about any issues they’re facing” are essential.

Shaun Williams, founder and CEO of Lime, adds that

only by drawing attention to and prioriti[s]ing mental health in the workplace that we can support one another to be as healthy, resilient, happy, and productive as possible.

Despite my two quoted optimists above, a more recent survey jibing with that of the Lime Group proves that one in three employees feel that their re-accessing the workforce exacerbated the stigma around mental disorders and the use of mood-stabilising medication.

Consequences of working while having mental health issues

As mentioned above, mental health negligence can take a heavy toll on our productivity, everyday functioning and physical capacity. It can also cause:

Disengagement

So absorbed do we tend to get with our own concerns that we have others snapping their fingers in front of our faces to bring us back to reality.

Inability to decide

Poor decision-making means being unable to control toxic thinking and impulsive acting. This can result in showing up late, dropping important commitments, or not complying with business regulations.

Mis-communication

When you're emotionally unwell, you'll fall on obstacles in communicating with others. A foggy headspace can result in misinterpreting or overreacting to co-workers. Such behaviour may come across as having a negative attitude, responding passive-aggressively, and being a bad listener.

How to foster a mentally healthy work space

Encouraging staff to have sincere dialogues about mental health or offering other proactive options that help people improve is vital. In this final section, I will examine the ways you can promote mental well-being at work — both as an employer and an employee.

Employer's action-taking

The most crucial aspect of an employer's duty is to ensure that clinical services or mental health support resources are accessible to those in need at all times. That's a non-negotiable!

During testing times, many members of staff look out for tactics to develop coping and stress managing skills, as well as building up resilience for mental fitness. That's an integral part of an individual's personal fulfilment, but also of their potential to be productive assets to a team.

Here are 5 tactics you can introduce and save the day:

1. Employee Assistance Programme (EAP)

An EAP is an integrated work-related programme that's offered at no cost. It helps workers navigate a range of challenges that possibly afflict their job performance and overall wellness (legal/bureaucratic issues, personal turbulence, harassment or workplace violence, etc).

2. Relaxation escapades

Specially designed spaces for relaxation where employees can take mid-day intervals to decompress from the stress and realign with one's self is an emphatic YES!

*takes deep breath from the as* long sentence*

3. Mental health self-evaluation tools

(Disclaimer: these tools aren't going to diagnose anyone, but, at least, they'll determine if further assessment would benefit an employee).

Some of these tools may include:

• Mental health check-ups

• Mental health meter quizzes

• Mood evaluation / work-life checklists

• Assessing your current situation questionnaires

• Online alcohol- and drug-abuse help lines and centres

4. Clinical screenings

Clinical screenings from mental health practitioners can provide feedback and referrals for treatment if necessary. You could also reach out to certified coaches that will assist employees to deal with their mental turmoil.

5. Health insurance with mental health benefits

Every company that respects itself will equip its employees with free or low-cost health care coverage for prescription medications and mental health counselling.

Employee's action-taking

To secure mental wellness at work spaces, workers should prompt their seniors to provide stress management education and launch mental health programmes that accommodate their needs.

1. Partake in business-sponsored activities

Employees should utilise employer programmes to acquire the skills and support they need.

2. Are you trapped in an emotional rollercoaster? Speak up!

In order to minimise the stigma surrounding mental health, employees can become more vocal about their experiences with their colleagues. This is less about being overly-graphic and more about unfolding your humanness. Remember that your co-workers cannot replace mental health professionals!

3. Develop and practise coping mechanisms during the workday

To deal with day-to-day life stressors, employees can practice skills that nurture healthier mentalities, relationships, and self-image.

Coping mechanisms may encompass:

• Breathwork

• Active listening and seamless communication

• Prioritisation on a single task at a time to block off overwhelming feelings

• Adopting positive self-talk

If you believe that there are not enough hours in the day to exercise the above suggestions, focus on self-care during lunch breaks. These breaks are more than just opportunities to munch meals — they’re also ideal to look after yourself and only yourself.

Conclusion — Reframing workplace mental health

Awareness of the full scope of an employee's mental health is the first step to establishing wholesome mental health in the workplace. There's no way that a sufferer who belongs in an inclusive and supportive working culture won't heal and thrive.

The best leaders are the ones who destigmatise mental health as a taboo and also widen the company’s role towards such issues. We can reframe mental health by finding solutions that enable workers to flourish personally and professionally, in addition to letting them access clinical care if things get rougher.

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