Every year on October 10th, we observe World Mental Health Day—a vital opportunity to raise awareness about mental health issues and promote initiatives that support well-being. This year, let’s focus on the profound impact of poor mental health, not only on individuals but also on workplaces and society as a whole. By understanding these effects, we can foster healthier environments and support systems, especially with mental health resources like TalktoAngel at your disposal.

Poor Mental Health's Cost to the Workplace

When mental health deteriorates, so too does job performance. Research shows that conditions such as depression and anxiety are linked to a staggering loss of approximately 12 billion workdays annually. This isn’t just a statistic; it reflects mental health's profound impact on productivity. Employees battling poor mental health often struggle with concentration, decision-making, and overall engagement, leading to decreased performance and productivity.

Absenteeism and Presenteeism

One of the most visible effects of poor mental health is absenteeism. Employees may frequently call in sick, not just due to physical ailments but because they are overwhelmed by mental health struggles. This absence creates a burden on the remaining staff, who may have to pick up the slack, increasing stress levels and contributing to a cycle of declining mental health.

But absenteeism isn’t the only concern—there’s also presenteeism, where employees are physically present at work but mentally disengaged. They might be working at a fraction of their capacity, severely affecting team dynamics and project outcomes. This duality of absenteeism and presenteeism highlights how mental health issues can create a toxic work environment, especially under a tough boss who may not recognize the signs.

Increased Staff Turnover

Poor mental health can also lead to increased staff turnover. When employees feel unsupported or overwhelmed by workplace stress, they are more likely to seek employment elsewhere. High turnover rates can be devastating for organizations, leading to increased recruitment and training costs, not to mention the loss of institutional knowledge. This churn can affect morale, perpetuating an environment where mental health issues thrive.

Societal Impact

The repercussions of poor mental health extend beyond the workplace. A workforce riddled with mental health challenges can lead to broader societal issues. Economically, decreased productivity contributes to a decline in overall economic performance. The mental health crisis can strain healthcare systems, as individuals seek treatment for avoidable conditions stemming from workplace stress and dissatisfaction.

Moreover, when employees experience social anxiety or mental unwellness, it can lead to strained relationships at home and in the community. The effects of stress, anxiety, and depression don’t stay confined to the office; they often spill into personal lives, affecting families and friendships. This cycle deteriorates individual well-being and erodes the fabric of society.

Reasons for Poor Mental Health Among Employees

Understanding the root causes of poor mental health in the workplace is essential for creating effective solutions. Several factors contribute to this crisis:

Managing Work Culture

High workloads, unrealistic deadlines, and constant pressure to perform can overwhelm even the most resilient employees. When organizations fail to recognize the limits of their employees, stress levels can soar, leading to mental health deterioration. A culture that prioritizes results over well-being can create peer pressure to perform, often at the expense of mental health.

Lack of Support

A workplace culture that stigmatizes mental health issues can prevent employees from seeking help. When employees don’t feel comfortable discussing their struggles, they are less likely to receive the support they need to cope, exacerbating their mental health challenges.

Work-Life Imbalance

The blurring of lines between work and personal life, especially with the rise of remote work, can contribute to burnout. Without clear boundaries, employees may find it challenging to disconnect, leading to chronic stress and poor mental health.

Inadequate Resources

Many organizations lack the resources or training to adequately support their employees’ mental health. Access to mental health resources—like counselling, workshops, and wellness programs like provided by TalktoAngel (Corporate Wellness Program)  —can make a significant difference. When these are lacking, employees may feel isolated and unsupported.

Moving Toward Solutions

Addressing the impact of poor mental health requires a multi-faceted approach. Here are strategies organizations can adopt:

• Promote Mental Health Awareness: Foster an open culture where mental health can be discussed without stigma. Training sessions and workshops can educate employees about mental health issues and available resources, including the Employee Assistance Program (EAP).
• Encourage Work-Life Balance: Implement policies that promote work-life balance, such as flexible hours and mandatory breaks. Encourage employees to unplug after hours to prevent burnout.
• Provide Resources: Ensure access to mental health resources, including counselling services and EAPs. Making it clear where employees can find help is crucial.
• Foster Community: Create a supportive work environment where employees feel valued and connected. Relationships can be strengthened and a support system can be established through team-building exercises and routine check-ins.

Conclusion

The impact of poor mental health on work and society cannot be overstated. It affects productivity, increases absenteeism and turnover, and has broader societal implications. By understanding the causes and addressing the issue head-on, organizations can cultivate a healthier, more productive workforce. Investing in mental health is not just a benefit for employees; it’s a vital step toward a more resilient society.

Contributed by:  Ms. Mansi, Counselling Psychologist

Reference

• World Health Organization. (2021). Mental health in the workplace. Retrieved from https://www.who.int/teams/mental-health-and-substance-use/mental-health-in-the-workplace
• Kessler, R. C., Berglund, P., Demler, O., Jin, R., Merikangas, K. R., & Walters, E. E. (2005). Lifetime prevalence and age-of-onset distributions of DSM-IV disorders in the National Comorbidity Survey Replication. Archives of General Psychiatry, 62(6), 593-602. https://doi.org/10.1001/archpsyc.62.6.593

• Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279. https://doi.org/10.1037/0021-9010.87.2.268