Did you know that according to the American Institute of Stress, 83% of US workers suffer from work-related stress and that US businesses lose up to $300 billion yearly as a result of workplace stress?
Did You also know that stress causes around one million workers to miss work every day and that work-related stress causes 120,000 deaths and results in $190 billion in healthcare costs yearly?
Yeah, I know, pretty worrisome statistics which is why in this article, we will explore the importance of mental wellness in the workplace and delve into strategies that can help employees thrive in the midst of work-related stress.
Welcome to the world of modern workplaces, where deadlines loom, emails overflow, and meetings fill up your calendar like Tetris blocks. It’s no secret that the demands of the workplace can be overwhelming, leaving employees feeling stressed, burnt out, and mentally exhausted.
Organizations that prioritize mental health in the workplace tend to create a positive and supportive environment that promotes employee well-being and engagement. Employees who feel valued and supported in managing their workplace mental health are more likely to be productive, motivated, and satisfied with their work.
In fact, research has shown that workplaces that prioritize employee wellness and overall health and well-being report higher levels of employee retention, creativity, and innovation. It’s a win-win situation for both employees and employers.
Understanding the Causes and Effects of Workplace Stress
To understand the impact that workplace stress has on mental health and workplace wellness in general, we need to know the causes of workplace stress which may include physical and mental causes or other forms. Common causes include
- The pressure to perform and meet expectations
- Excessive workload
- Verbal and Sexual harassment
- Religious and gender intolerance
- Office bullying
- Employee Favoritism
- Gender misidentification
- Constant long hours
- Interpersonal conflicts
- Office politics,
- Lack of job control
These and many more issues can contribute to the poor mental health and well-being levels of employees. When we feel unsupported or undervalued at work, it can take a toll on our physical and emotional states.
• The physical, emotional, and cognitive effects of stress on employees:
Stress doesn’t just affect us mentally, but it can also manifest physically. Symptoms such as headaches, stomachaches, muscle tension, and fatigue are common physical manifestations of high employee stress levels. Emotionally, stress can lead to feelings of irritability, mood swings, and even anxiety and depression. Our cognitive functions can also take a hit, as stress impairs job performance, and our ability to concentrate, make decisions, and think clearly. It’s important to recognize that workplace stress doesn’t just stay at the office, but it can seep into other areas of our lives and impact our overall well-being.
• The cost of workplace stress for employers:
Workplace stress not only affects employees, but it also comes with a hefty cost for employers. According to A.I.S, workplace stress cost US businesses $300 billion per year in absenteeism, presenteeism (when employees are at work but not working), diminished productivity, employee turnover, and insurance.
The financial burden of replacing and training new employees, as well as the impact on team morale and overall workplace culture, can negatively affect an organization’s bottom line. Investing in strategies that guarantee stress reduction can not only benefit employees’ mental well-being at work but also lead to a more productive and positive work environment.
Recognizing the Signs of Stress in the Workplace
Changes in work performance:
One of the most common signs of personal and professional stress in employees is a decline in their work performance. This can include missing deadlines, making mistakes, or a decrease in productivity. It’s important to pay attention to any changes in an employee’s usual work habits or performance patterns, as it could be an indication of underlying stress.
Mood swings:
Stress can also affect an employee’s mood and behavior. They may become irritable, agitated, or withdrawn. They may also exhibit mood swings, going from being overly emotional to being distant and detached. These changes in behavior can impact their interactions with colleagues and clients and have a negative effect or control over their work.
Physical Symptoms of Stress:
Stress can also manifest in physical ways. Employees may complain of tension headaches, stomachaches, muscle tension, or fatigue. These physical symptoms that affect the well-being of employees can sometimes be dismissed as minor ailments, but they may be indicative of underlying stress and an increase in work-related frustration.
Sleep disturbances:
Another common physical sign of stress is a change in sleep patterns. Employees may report difficulty falling asleep, staying asleep, or experiencing restless sleep. And we all know that good sleep is excellent for both physical and mental health.
Importance of Being Observant and Proactive:
As an employer or manager, it’s crucial to be observant and proactive in identifying signs of stress in employees. Early intervention can prevent stress from escalating and help employees manage their stressors more effectively.
Creating a Supportive Environment:
Creating a supportive environment, a space where employees feel comfortable discussing their stressors is essential. This is essentially important for all genders. Encourage open communication and create opportunities for employees to express their concerns without fear of judgment or reprisal.
This is an underrated strategy, employees with previous mental health experiences can also give some insight and advice on how to support employees and create a safe space for employees to talk about job-related stress, financial stress, health-care coverage, health, and happiness, or whatever topics make them feel better.
Role of Managers and HR:
By regularly checking in with employees, providing feedback, and offering support, managers can identify signs of stress early on and provide appropriate resources or accommodations or even attend to unique needs that some employees may have.
HR being organizational leaders, can provide training and education on stress management techniques, promote wellness programs on how to balance work and life, and facilitate access to mental health services. It’s important for managers and HR to work collaboratively in creating a healthy work environment that prioritizes employee well-being.
Strategies to Manage Stress in The Workplace.
Providing employees with the necessary resources and tools to perform their tasks efficiently.
This includes ensuring that every employee has access to appropriate training, technology, and equipment needed to carry out their responsibilities effectively. When employees feel competent and capable in their roles, they are less likely to experience stress related to work performance. In other words, less stress and increased health and wellness. Employees need to know that their work, well-being, and mental health issues will be catered to. This assurance can boost confidence, and work productivity, it can also help employees thrive at work.
Promoting work-life balance and setting realistic expectations.
Employers should encourage employees to establish clear boundaries between work and personal life and to take breaks when needed. Setting realistic expectations regarding workload and deadlines can also help prevent employees from feeling overwhelmed or burnt out. Employers can support work-life balance by promoting flexible work arrangements, such as remote work options or flexible hours, and by discouraging overworking or excessive overtime.
Encouraging regular breaks and time off to recharge.
Employers should promote the importance of taking breaks throughout the workday to rest, relax, and recharge. This can include short breaks to stretch, walk, or practice relaxation techniques, such as deep breathing or mindfulness. Employers should also support employees when it comes to taking their allotted vacation time and other time-off benefits to rest and rejuvenate. Regular breaks and time off can help prevent burnout, improve overall well-being, and guarantees employee satisfaction.
Offering Employee Assistance Programs (EAPs) and mental health resources:
EAPs are confidential resources that provide employees with access to counseling and support for a wide range of personal and work-related issues, including stress, anxiety, and depression. Organizations can help their employees with this initiative. This is a sort of comprehensive healthcare coverage for employees.
Encouraging social connections and team building:
Employers should promote opportunities for employees to connect with one another, build relationships, and foster a sense of community in the workplace. This can include team-building activities, social events, or informal gatherings. Employees working together outside the work environment can help reduce stress, boost morale, and create a supportive work environment.
Providing training on stress management techniques:
Employers can offer training sessions or workshops that prioritize stress management techniques to help employees develop coping skills and strategies to manage stress effectively. Mindfulness, for example, has been shown to be effective in reducing stress and improving mental well-being. Relaxation techniques, such as deep breathing or progressive muscle relaxation, can also help employees relax and manage stress in the workplace. Providing this training for employees to practice is very beneficial in the long term for the employee, employer, and the entire organization.
Promoting Mental Health in the Workplace
Raising awareness about mental health and reducing stigma in the workplace:
This is the first step towards creating a mentally healthy workplace. Educating employees about mental health conditions, their prevalence, and the impact they can have on individuals’ lives is crucial.
Providing education and training on mental health topics:
This can empower employees with the knowledge and skills to manage their mental wellness effectively. it can include workshops or seminars on stress management, resilience, and self-care.
Encouraging self-care and stress-reducing activities:
This is crucial for employees to maintain their mental wellness. Regular exercise, meditation, and other relaxation techniques can help reduce stress and promote emotional well-being. Creating designated spaces for relaxation or mindfulness activities within the workplace can also encourage employees to take regular mental health breaks and engage in self-care.
Offering mental health benefits and resources:
Employers can provide access to confidential counseling or therapy services as part of their employee benefits package. This can help employees who are struggling with mental health issues to seek professional help without fear of judgment or repercussion.
Promoting healthy work-life integration and setting boundaries.
Employers can encourage employees to establish a healthy work-life balance by setting realistic expectations for workload, encouraging breaks, and promoting flexible work arrangements when possible. Employers can also model healthy work-life integration by respecting employees’ time off and not expecting them to be available 24/7.
Supporting Employee Mental Health Challenges
- Recognizing and accommodating employees with mental health challenges is the first step in providing effective support. It is essential to educate managers and employees about mental health, reduce stigma, and create a culture that promotes open communication. Employers should be mindful of potential signs of mental health challenges, such as changes in behavior, performance, or attendance, and provide opportunities for employees to express their needs and concerns in a safe and non-judgmental environment.
- Providing reasonable accommodations under the law, such as those outlined in the Americans with Disabilities Act (ADA) and Equal Employment Opportunity Commission (EEOC) guidelines, is another critical aspect of supporting employees with mental health challenges. Reasonable accommodations may include flexible work hours, modified work duties, or changes in the work environment.
- Communication with employees about their needs and preferences is crucial in fostering a supportive workplace. Employers should encourage open dialogue and active listening, and work collaboratively with employees to identify strategies that may help them manage their mental health challenges.
- Supporting employees during periods of leave and facilitating their return to work is critical in helping them manage their mental health challenges effectively. Employers should be aware of employees’ legal rights and provide appropriate leave options, such as the Family and Medical Leave Act (FMLA) or other applicable state or local laws. Host weekly group-guided mindfulness sessions led by a trained instructor to help reduce stress and increase positive emotions.
- Ensuring confidentiality and privacy in handling mental health-related information is paramount to maintaining trust and promoting a supportive workplace. Policies and procedures should be established to protect the confidentiality of employees’ mental health information and ensure that only those who need to know are granted access.
Conclusion:
We encourage employees to take charge of their mental wellness by prioritizing self-care, seeking help when needed, and utilizing the resources provided by their employer. Remember that it’s okay to ask for help when you need it, and taking steps to prioritize your mental health is an essential part of maintaining overall well-being.
Together, employers and employees can work to normalize and support mental health by creating a positive and supportive work environment that prioritizes employee wellbeing, leading to healthier, happier, and more productive employees.
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