Employees currently struggling with some form of mental health concern.
Number of combined days lost per year due to mental health issues.
Annual loss due to mental health issues in the workplace.
Global and Indian Workplace Wellbeing Statistics
A safe and healthy workplace is a fundamental right. It reduces tension and conflict at work, boost employee retention, and increase performance and productivity. However, according to WHO estimations, unfavourable working conditions, such as discrimination, inequality, heavy workloads, ineffective workplace management, and job instability, can be dangerous to one's mental health. According to the estimates for 2019, 15% of working-age persons are suffering from some or other mental illnesses. An estimated 12 billion working days are lost worldwide each year due to depression and anxiety, costing US$ 1 trillion in lost productivity annually.
According to the WHO, government agencies, businesses, unions that represent both employees and employers, and other stakeholders can take steps to improve mental health at work by assisting those who are suffering from mental illnesses, preventing work-related mental illnesses, and fostering an environment that is conducive to change.
"According to survey conducted by Deloitte Touche Tohmatsu India LLP (DTTILLP), 80% of Indian workforce has reported mental health concerns in 2021. Due to stigma related to mental health, 39% of affected workforce stayed away from taking effective steps to manage their problems. In addition, the survey revealed that 33% of respondents remained to work despite having poor mental health, while 29% took time off, and 20% quit in order to manage their mental health more effectively. ASSOCHAM’s corporate employees’ survey in 2015 revealed that 42.5% of the corporate employees in India are suffering from depression or general anxiety disorder.
Various reports also indicate that businesses must prioritise their employees' mental health and wellbeing, and it is crucial that top executives play a significant role in de-stigmatizing mental health issues inside their organisation. It was suggested that action should be taken to provide a setting where employees' wellbeing is valued and they have access to the assistance whenever they require in order for everyone to succeed.
Source: Deloitte | ASSOCHAM
Factors affecting Mental Health & Productivity at Work Place
Any consistent pattern of actions or behaviour that disrupts employees or team from working effectively can be categorised as behaviour issues at workplace. Behaviours issues are: procrastination, anger outbursts, self exaggeration, physical or verbal aggressiveness, meddlesome behaviour, malicious gossips, or provocative gestures.
A persistent pattern of targeted mistreatment aimed at an employee, meant to insult them or cause emotional, physical or social harm to his personality or position is termed as an act of workplace bullying. These acts can be verbal, written, physical, social and behavioural.
Workplace Burnout is a state of physical or emotional exhaustion, chronic stress resulting from long working hours, work overload, monotonous nature of the job, and over ambitiousness, resulting into job dissatisfaction, missing deadlines, reduced accomplishment and loss of personal identity.
A complex condition characterized by lack of interest at work, disturbed sleep cycle, lack of focus, low motivation, sadness, unexplained bouts of unhealthy behaviour viewed in form of excessive absenteeism, decreased performance and productivity loss among employees.
Workplace harassment occurs when an employee, a group of employes or an employer makes derogatory and threatening comments, brings in offensive sexual jokes, spread rumours or uses defamatory and abusive phrases intended to belittle an employee or cause emotional harm.
Interpersonal Conflict at workplace is any form of conflict (emotional, physical, personal or professional) between employee and employer or between two or more employees. Team conflict often noted amongs functional and cross functional departmental conflicts. The impact of work place conflict are: barrier in communication, ineffective decision making, feeling of low, mistrust, commitment trust issues.
Interpersonal & Team conflict
Job insecurity is the feeling of perceived powerlessness wherein employees lack the assurance of continued existence of their job or position in the organisation. It is a condition where employees are concerned and is fearful of losing their job for unclear reasons.
Low motication at workplace is the result of unmatched value system between employees and employers/organisation, lack of self-efficacy, ineffective reward or appraisal system, lack of growth, and no clear professional goals of employees and the organisation.
When an employee's working capability becomes less than satisfactory or they tend to drain more of their energy on a comparatively smaller tasks without maintaing the expected quality of work, they tend to be low performing. It is generally the result of lack of motivation, unethical behaviour, unclear goals, or perception of inadequate reward system in the organisation.
Work-life Balance is a state of equilibrium or the intersection of work and personal life. This includes a balance between meeting targets and deadlines at workplace and giving importance to aspects of one's personal life, physical and mental health, friends, family, leisure and hobbies.
Workplace Stress can be defined as any emotional and physical strain caused by workload, interpersonal issues, poor ergonomics and situations where requirement of the job do not match the capabilities of employee, resources available and need of the worker.
Work Environment or Work climate is the perception about the functioning of the organisation, its structure, decision making processes, goal-setting, inclusivity and consideration for all human factors involved.
Workplace Values is the system of belief and norms that drives behaviour and attitude of the employees within organisation. It is the foundation on which an organisation is build. Such values can include trust, cooperation, ethics, safety, innovation, respect, accountability, responsibility and impartiality.
Employee Assistance Program Case Studies
In the first decade of 21th century, Reliance Industries Limited (RIL) had noticed an increase in mental health issues through routine employee physicals. By 2011, RIL had developed the principles of a "participatory strategy" for the deployment of health programmes across the organisation. It had also constructed an effective health and safety programme called CASHe (Change Agents for Safety, Health & Environment). Later, Reliance launched a programme called WISH (Work-life Improvement for Safety & Health) to promote work-life balance. Its objectives included empowering workers and their families to improve their well-being, educating workers about the importance of finding a work-life balance, offering psychological counselling to certain groups, and raising awareness and sensitivity among family members.
A thorough analysis of data from more than 20 EAPs in the USA, China, and New Zealand released by Morneau Shepell (Attridge, 2020a) revealed that Employees Assistance Program (EAPs) indeed offer a sizable return on investment for organisations that have implemented them. Based on usage, variations in EAP pricing, compensation levels, and other parameters, the estimated ROI ranged from 3:1 (i.e., $3 saved for every dollar spent) for small organisations to 5:1 for medium-sized businesses to 9:1 for large enterprises. The ROI was found to be 1:1 (i.e., $1 saved for every dollar invested) even at very low levels of utilisation, when only 1% of the employees used the EAP services, and this increased with better utilisation.
New York Committee for Occupational Safety and Health (NYCOSH) carried out a survey at New York City’s Amazon Fulfillment Center. The survey reported that 80% of the workers had been pressured to work harder and faster, 66% experienced physical pain while doing their regular work duties, and 42% of the workers had sustained physical injuries. Based on these findings, NYCOSH asked Amazon to build a comprehensive ergonomics program, and reduce line speeds.
Since its inception in 1972, Systems, Applications & Products in Data Processing (SAP) has grown to be a global corporate software firm with offices across 180 nations. SAP thinks that its dedication to employee well-being is a key factor in the company's success. A recent Forbes case study illustrated how SAP's primary business strategy includes employee well-being. There is evidence that spending on employee well-being can pay off financially. Additionally, when businesses prioritise employee wellbeing as a fundamental business strategy rather than only as a means of reducing employer healthcare expenses, it can result in real returns on investment (ROI) through increased engagement, decreased attrition, and increased productivity. SAP employees obviously enjoy their jobs, in part due to the company's positive workplace culture, management style, and well-being initiatives. SAP received Glass Door's 2019 Best Places To Work Award.
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Why to choose TalktoAngel for Corporate Wellness Program ?
Our Corporate Wellness and specific Employees Assisstance Programmes (EAP) have been designed by wellness experts, renowned professionals, licensed clinical psychologists, psychiatrists, counselling psychologists, industrial/organizational psychologists and other allied mental health professionals. We combine decades of experience and expertise with workplace centric cutting-edge psychological intervention to create workplace solutions that bring real changes in the organisation.
We have built a self-curated state-of-the-art HIPPA compliant technology, and infrastructure, with the goal to protect your privacy and information. Conversation between employees with experts, therapist and counsellor during online counselling session is confidential. We don't cooperate or work with any third-party companies. All the messages between you and your therapist are secured and encrypted. The Insights for enhancing the productivity, team and individual performances on periodic basis.
Combining vast mental health resources, TalktoAngel provides a variety of specific EAP solutions like One to One Counselling Sessions with Psychologists, Psychiatrists and Couple Counsellors, Psychometric Evaluations, Domain driven wellness Webinars and Workshops, Mental Health related Newsletters and Comprehensive Employees' Assessment.
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Advantages of Corporate Wellness Program
Improved Work Quality
Corporate Wellness Program through various verticals targets upon touching and understanding workplace concerns and factors that influence organisational performance and productivity. The aim is to reduce workplace stress, achieve work-life balance thereby improving overall work quality.y
Better understanding between Employer & Employee
The services offered through Corporate Wellness Program are aimed at bridging the psychological gap between the employees and employers. The program is designed giving an insight to the employers towards the concerned areas faced by the employees at work aiming at better productivity.
Enhanced Work Management
Online counselling for workplace helps employees to self-introspect and develop upon methods towards achieving productivity and better work management. 45% improvement was seen in the work-life management of employees after implementation EAPs.
Positive Outlook towards Working
Employees find it hard to boost their self-esteem and motivation, when they deal with serious life obstacles. Online counselling in EAP programs helps employees confidentially discuss the negative aspects of their personal and work life and achieve a solution, to feel better and develop positive attitude towards work.