Mental and Physical Well-Being in the Workplace
No one can perform at 100% if they are not well mentally and physically. The World Health Organization (WHO) stated in a September 28, 2022 policy brief (Mental health at work: policy brief), that “poor working environments – including discrimination and inequality, excessive workloads, low job control and job insecurity – pose a risk to mental health.” (Mental health at work: policy brief (who.int)). It is a serious issue, and employers need to understand that mental health risk increases when factors such as excessive workload, exclusion, and uncertainty with respect to job expectations exist. Below are a few issues that could cause an employee to suffer from mental health issues at work. Employers need to be responsible for educating their workforce (senior leaders, managers, and other professional staff) on how to support people with mental health issues in an effort to assist those people thrive in the workplace.
Discrimination and inequality in the workplace can cause mental health issues for employees. When an employee is blatantly discriminated against, treated differently than a colleague, and is excluded (i.e. not included) it affects the employee’s overall well-being. It is the responsibility of an employer to provide a safe and healthy workplace for all employees, and that includes promoting a sense of inclusion. In order to make that happen, senior leadership must believe in the value of inclusion and promote it themselves and by training managers on how to build and maintain healthy and inclusive environments.
When an employee is overloaded, it creates unwanted stress. And unless an employee recognizes this fact, acknowledges that stress exists, and acts intentionally to manage the stress, it can lead to the chronic condition of burnout. Signs of stress in the workplace include factors such as tardiness, absenteeism, inability to focus and deliver, irritability with co-workers, and disengagement. If not managed properly, unmanaged stress can lead to burnout, and burnout can lead to more serious conditions such as hypertension, depression, and anxiety.
The feeling of psychological safety is essential for employees to feel good about their organization. Belonging is when an employee experiences a feeling that they are making a meaningful contribution to the organization. When an employee feels valued and respected and can be their true authentic self at all times, it may lead to a feeling of belonging where the employee feels acceptance and comfort at the organization. It is imperative that employers understand the need for psychological safety in the workplace that is built on the foundation of mutual trust and respect.
Physical well-being in the workplace is equally important and goes hand in hand with mental well-being. Each individual is unique, and the needs of each individual may be different with respect to physical well-being. Therefore, it is important for employers to offer several options to employees to promote physical well-being in an organization. Three ways to promote physical wellness are by providing benefits that matter to employees, providing educational programs that address living a healthy lifestyle, and subsidizing health memberships.
Providing benefits that are attractive to employees is essential. There are multiple generations in the workplace at this time, and while there may be benefits that are attractive to one generation, there may be different benefits that are attractive to another generation. It is important, however, to survey employees to find out what matters most to them. Researching the cost and advantages of adding or revising benefits to meet the expectations of employees across the organization will benefit everyone.
Providing educational programs throughout the year and not just during Mental Health Awareness Month is also essential. Employers should budget for healthy physical alternatives that will appeal to all employees. An internal or external walking competition, a healthy cooking demonstration, or a lunch class on stretching or seated yoga are a few options to consider, and advertising on an Intranet or in a monthly newsletter and posting pictures (as appropriate) will attract employees to these programs.
And finally, a subsidy to a health membership may be something an employer can offer to its employees. While some people may not be interested in joining a gym, the organization can offer a subsidy to any health and wellness program that promotes physical wellness. A gym may meet the needs of some employees, but an aerobics class that takes place at a local community center may be a better option for other employees. There are different options to offer with respect to providing a subsidy for physical fitness programs for employees.
Employers need to be more serious about intentionally promoting mental and physical health and wellness. Employers will not get the most out of their employees if they do not promote mental and physical well-being. The lack of attention to these issues could lead to candidates turning a job offer down or current employees leaving an organization. If employees are mentally and physically healthy, they will be able to contribute 100% effort to the bottom line, and the employee and the organization will benefit in the end.