Mental Health in the Workplace

Mental Health in the Workplace

In light of World Mental Health Day and this year’s emphasis on mental health in the workplace, the World Health Organization (WHO) has done its homework on what helps us and what hurts us. Our work can either bolster our sense of purpose and provide stability and structure or reduce productivity and satisfaction when under poor working conditions. In this World Mental Health Day article published by the WHO, key ideas explored include barriers faced at work, the cost associated with mental health issues, and implementing change.

The Stats

The WHO’s recommendations of preventing, protecting, and supporting workers who struggle with mental health issues may sound like more hoops to jump through for organizations and employers. Still, the cost breakdown tells a different story. The estimated cost associated with anxiety and depression is monumental, accounting for 12 billion work days missed each year across the globe due to decreased performance, absence, and turnover. Also, the global economy is estimated to take a hit of one trillion US dollars as a result of decreased productivity caused by anxiety or depression. Organizations and employers should adopt the recommendations in the previously mentioned article, which would reduce costs and improve their employees’ quality of life! While this is no thorough cost analysis, it would be prudent for any organizational leader to consider how the mental health of their workers impacts achieving goals. For key stakeholders curious about more in-depth information, see the WHO Guidelines on Mental Health at Work

Responsibility

Much of the WHO’s efforts at mitigating psychosocial stressors in the workplace are from a top-down approach, from the government to the employer, from the employer to the employee. The aim is to change the system to be advantageous for the individual. While this is all good, it is also pertinent to consider individual responsibility regarding our work experience. Whether or not employers incorporate the WHO’s recommendations, it is up to each individual to do their best to safeguard their mental well-being. Unfortunately, sometimes the world feels unsafe, and for many of us, this can include work, so we must develop the skills necessary to earn a living and be well.

Stress management is a skill, and while you cannot control how politely your boss may or may not be with you, you can control how you respond. First, we ask ourselves if we know what is negatively impacting us. Second, is accepting what you feel (without invalidating the feeling), perhaps in this case, feeling disrespected by your boss for their tone of voice. Third is allowing others to join you in this experience. Find a trusted friend, colleague, mentor, etc., and open up. Fourth is asking yourself, “What is true about the situation?” Sure, your boss may be angry that a goal was not met, but failure is an opportunity for growth. After reflecting on your experience, finding support, and considering the facts, you will be ready to respond instead of react. When we respond out of our values instead of reacting out of frustration, even difficult work environments become more manageable.

Matthew Vermillion, MS, PLPC