Good for Employees, Good for Business: Being Mindful of Mental Wellbeing
Hitting productivity goals, achieving financial gains and completing projects on time are just some of the ways that companies can measure success. With employees being at the heart of all these pursuits, their mental wellbeing should be considered a critical component in achieving these goals. Vitality’s annual ‘Britain’s healthiest workplace’ study found that ill-health related absenteeism and presenteeism cost British businesses and the economy £92bn in 2019, £68bn of which can be attributed to poor mental wellbeing and unhealthy lifestyle choices [1].
Cost to British Businesses and the economy (£)
Since 2014, workplace productivity in the UK has been dropping – businesses are losing thousands of workable hours per year: roughly 38 productive days per employee [2]. Employees experiencing burnout, checking emails outside of working hours and not maintaining a work-life balance can explain this. This productivity drop is usually due to what is known as presenteeism, also known as ‘sickness presence’, in which employees continue to work as a performative measure despite not being well, thus resulting in a lack of productivity. Presenteeism is much costlier than its counterpart absenteeism, yet it is not always apparent; you can clearly see if someone does not turn up at work, but you cannot always see if someone’s wellbeing is hindering their performance.
Whilst ‘sickness’ in this instance encompasses both mental and physical health, people are less likely to be open and honest with their employers if they are struggling with their mental health due to stigmatisation around mental illness. In a recent study, it was found that only 41% of staff would be happy to discuss mental health issues with their line manager [3]. Stigmatisation around mental health is one of the main barriers preventing open conversations about mental wellbeing, particularly for men.
This stigma is one of the reasons why several studies have identified construction as one of the worst industries to work in when it comes to workplace mental ill-health. Statistics from the 2018 Construction News Survey highlight this issue, as a large proportion of those suffering avoid speaking up (see below). The survey suggested that the construction industry is well below the national average in many of these important areas.
According to 2018 Construction News Survey [4]
Combatting Mental Ill-Health at Work
Fortunately, there is a growing awareness in society around this stigmatisation as mental health becomes more prevalent; recent figures show that 1 in 4 people now experience a mental health problem each year [4].
A common cause of poor mental health in the work environment is stress. Stress can develop from situational work factors such as demands of a job, changes in work environment, a lack of control, support or information and problems with work relationships. To some extent, stress can be a positive motivator for employees; added pressure can increase productivity and create a sense of achievement when goals are met. However, a consistent level of pressure, and therefore stress, can have adverse effects.
This past year has seen additional stresses contributing to poor workplace mental health. The COVID-19 pandemic heightened the risk factors associated with poor mental health such as financial insecurity and fear of unemployment and has diminished protective factors such as social connection, employment, access to physical exercise and daily routine. As we ease our way into the new ‘normal’ we need to ensure that making progress at both the business and individual level to support mental wellbeing in the workplace is at the forefront of all of our minds.
The below graphic outlines some simple steps we can follow to improve our mental wellbeing at work.
Improving your mental wellbeing at work
Mental wellbeing in the workplace should be everyone’s responsibility; looking out for signs and symptoms in your colleagues and then being aware of the correct course of action to take. Common signs and symptoms include increased lateness, absenteeism, presenteeism, cognitive slowing, distraction, lack of confidence, isolation from peers and interpersonal conflict with co-workers.
‘Thriving at Work’ is an independent review that outlines what employers can do to better support all employees, including those with mental health problems, to remain in and thrive through work [6]. It sets out six mental health core standards for employers, drawn from best practice and the available evidence:
6 mental health core standards for thriving at work
Conclusion
Being mindful of mental wellbeing in the workplace is good for employees as well as for business; following the simple steps outlined in this article will help to prioritise workplace mental wellbeing. By raising awareness of it and reducing the stigma around it, we can help reduce absenteeism and presenteeism which will translate into workplace productivity.