Emotional Health at Work

Why Is Emotional Health a Workplace Issue?

Mental health challenges are a leading cause of disability worldwide, impacting productivity and absenteeism in the workplace.[i] Prior to COVID-19, mental health issues in the workplace were already a significant concern, with statistics showing elevated levels of stress, anxiety, depression, and burnout among employees. The COVID-19 pandemic further exacerbated these issues for many, as remote work, economic uncertainty, and social isolation took a toll on mental well-being. Anxiety and depression rates have been on the rise in the post-COVID world, further fueled by political, societal, and economic unrest.

Members of the American Psychological Association (APA) widely agree that there is substantial evidence that society post-COVID is experiencing the impacts of a collective trauma.[ii] Left unaddressed, this ongoing trauma is bad for business and various recent studies and surveys support the idea that promoting emotional health should be a top business priority.

• In a study of more than 11,000 employees across sixty countries, mental health AI platform provider WYSA concluded that more than 40% of the global workforce reported a decline in mental health as recently as late 2023 and more than half of employees surveyed in Europe and North America reported experiencing some level of depression.[iii]
• A recent survey of 9,000 employees by emotional health platform provider Gympass concluded that almost half of all workers surveyed reported not being satisfied with their well-being at work and more than 25% reported being completely unhappy in their job.[iv]
• In 2019 and prior to COVID-19, 50% of Millennials and 75% of the Gen Zers reported leaving their job for mental health related reasons in a survey conducted by Mind Share Partners, Qualtrics, and SAP.[v]
• As reported in the APA’s 2023 Work in America Survey, 92% of workers said it is important to them to work for an organization that values their emotional and psychological well-being.[vi]
• Over half of the respondents in a 2023 Deloitte Gen Z and Millennial Survey reported that while employers are taking mental health more seriously, emotional health resources are still under-utilized, likely due to ongoing stigma.[vii]

What Are the Negative Business Impacts?

1. Decreased Productivity: Employees experiencing low emotional health may struggle to focus, concentrate, and perform at their best. This can lead to decreased productivity and efficiency in completing tasks and meeting deadlines.
2. Increased Absenteeism: Employees with poor emotional health may take more frequent sick days or mental health days, leading to increased absenteeism. This can disrupt workflow, increase workloads on other team members, and impact overall team morale.
3. Higher Turnover Rates: Employees experiencing low emotional health may be more likely to leave their jobs, leading to higher turnover rates. This can result in increased recruitment and training costs, as well as loss of institutional knowledge and expertise.
4. Reduced Employee Engagement: Low emotional health can contribute to decreased levels of employee engagement and motivation. Employees may feel disengaged from their work, leading to lower job satisfaction and commitment to the organization.
5. Negative Impact on Workplace Culture: A workplace culture that does not prioritize emotional health can become toxic and dysfunctional. This can lead to increased conflict, tension, and distrust among team members, further exacerbating emotional health issues.
6. Higher Healthcare Costs: Poor emotional health can contribute to physical health problems, such as cardiovascular disease, digestive disorders, and weakened immune systems. Collectively, this can lead to increased healthcare costs for employers due to higher rates of medical claims and insurance premiums.
7. Decreased Innovation and Creativity: Employees with low emotional health may have difficulty thinking creatively, problem-solving, and generating new ideas. This can hinder innovation and creativity, impacting the organization’s ability to adapt and thrive in a competitive market.
8. Damage to Reputation: A workplace that neglects emotional health may develop a negative reputation among current and potential employees, as well as customers and clients. This can damage the organization's brand and make it less attractive to top talent.

What Can Workplace Leaders Do?

1. Encourage open and honest communication among team members. Create an environment where employees feel comfortable expressing their thoughts, concerns, and emotions without fear of judgment.
2. Actively listen to your team members when they share their stories. Show empathy and understanding by acknowledging their feelings and concerns. This helps to build trust and strengthens relationships within the team.
3. Offer support to employees who may be struggling emotionally. This could include providing access to counseling services, offering flexible work arrangements, or simply checking in with colleagues regularly to see how they are doing.
4. Encourage a healthy work-life balance by setting reasonable expectations for workload and deadlines. Encourage employees to take breaks and time off when needed to recharge and avoid burnout.
5. Demonstrate healthy emotional habits and coping mechanisms through leadership by example. Show vulnerability when appropriate and be willing to share your own experiences with managing stress and emotions.
6. Provide training and resources on stress management, resilience, and emotional intelligence. This can help employees develop the skills they need to cope with workplace stressors effectively.
7. Acknowledge and appreciate the efforts of your team members. Recognition and praise can boost morale and contribute to a positive emotional workplace climate.
8. Foster a positive work culture by promoting teamwork, collaboration, and inclusivity. Encourage a sense of belonging and camaraderie among team members.
9. Educate employees about the importance of self-care and encourage them to prioritize their physical and emotional well-being. This could include promoting healthy lifestyle habits such as exercise, proper nutrition, and adequate sleep.
10. Regularly solicit feedback from employees about their emotional well-being and satisfaction with the work environment. Use this feedback to make necessary adjustments and improvements to the work environment.

What Can Employees Do?

1. Reach Out for Support: Reach out to someone you trust - a friend, family member, or colleague. Talking about your emotional health challenge can provide relief and perspective.
2. Utilize Company Resources: Some companies offer employee assistance programs (EAPs) that provide confidential counseling and support services. Take advantage of these resources if they are available to you.
3. Set Boundaries: Learn to recognize and set boundaries to protect your emotional well-being. This may include setting limits on work hours, taking breaks when needed, and prioritizing tasks to avoid feeling overwhelmed.
4. Seek Professional Help: If you are struggling to cope with your emotions or experiencing persistent symptoms of anxiety, depression, or other mental health issues, consider seeking professional help from a therapist, counselor, or mental health professional. Therapy can provide valuable support and guidance in managing your emotional health.
5. Practice Self-Care: Incorporate self-care practices into your routine, such as exercise, meditation, breathwork, spending time outdoors, or engaging in activities you enjoy. Taking care of your physical and mental well-being is essential for managing stress and maintaining emotional health.

Final Thoughts

When we, as employees, prioritize our emotional well-being, we are better prepared to process stress, manage conflicts, and maintain resilience in the face of challenges. Positive emotional health can lead to higher job satisfaction, increased motivation, and improved performance. When our emotional health is strong, we are more likely to communicate effectively, collaborate with our colleagues, and contribute positively to team dynamics. Investing in our emotional health at work not only benefits us as individuals, but also leads to greater organizational success and overall employee satisfaction.

As employers, prioritizing our employees' emotional health is crucial and impacts overall workplace morale and productivity. A workforce that feels supported and valued in terms of their emotional well-being tends to exhibit higher levels of engagement and commitment to their work. Employees with strong emotional health are more resilient in the face of challenges, leading to reduced absenteeism and lower turnover rates. A workplace culture that prioritizes emotional health fosters trust and loyalty among employees, enhancing retention and the potential to attract top talent. By investing in our employees' emotional health, we not only create a more positive work environment but also reap the benefits of more fulfilled, motivated, and productive colleagues.

Said succinctly, prioritizing emotional health is simply good for business.

Mike Rarer

Cheerful Gear Creator | Emotional Health Advocate & Volunteer

If you are having an emotional health crisis, dial 988 in the US to reach the Suicide & Crisis Lifeline. 

Endnotes:

[i] National Institute of Health - Prevalence and Causes of Work Disability among Working-age U.S. Adults

[ii] American Psychological Association (APA) – Stress in America 2023

[iii] “Employees Across North America and Europe Are Struggling with Depression and Anxiety,” by Jo Aggarwal

[iv] Gympass - The State of Work-Life Wellness

[v] Mind Share Partners, Qualtrics, and SAP 2019 Survey

[vi] APA 2023 Work in America Survey

[vii] Deloitte 2023 Gen Z and Millennial Survey