According to the World Health Organization (WHO), 15% of the working-age adults live with a mental health disorder.
Around 27% of Kilo Grupe's Digital Health Survey respondents stated that high-stress environments, depression, or other mental health conditions affected their ability to take care of their health.
Workplace stressors contribute to 120,000 deaths per year and billions of dollars to the US economy alone.
These eye-opening statistics prove that little is being done to understand employee mental health concerns.
Innovating digital tools to cope with mental health struggles is not enough to tackle the decline in workplace mental health. A deep dive into the causes and tailoring health employee health benefits is a possible way to do so.
Employee mental health trends
Toxic work cultures were reported as a leading cause of employee turnover during the Great Resignation. Key aspects of this included feeling disrespected, lack of workplace inclusion, and a failure to recognize work performance.
Employees report being unable to speak up about their mental health concerns. Additionally, many companies do not have the required infrastructure to deal with their employees' mental health.
This has resulted in startling trends related to workplace mental health, especially after a return to work after the pandemic.
1. Quitting due to mental health issues
According to a JobSage survey of 2,000 working Americans, 1 in 4 quit their job because of their mental health, and almost 2 in 5 considered it an option. Job-related stress contributed to depression and anxiety among employees.
A Modern Health survey recorded a high 87% of respondents wanting their employers to care about their mental health, and about one-third willing to change their jobs for their mental health.
These high post-pandemic numbers showcased new dimensions for mental healthcare. During the pandemic, many people spent time with their families. They also used their free time for self-care routines, allowing for a more holistic outlook on their mental health.
However, returning to a post-pandemic workplace, employees sensed a decline in the importance of their mental well-being, especially by their employers.
2. Burnout rates are increasing, especially after returning to work
A Spring Health survey recorded almost 76% of its respondents reporting burnout. The pandemic was a huge contributor to the skyrocketing rates of stress, anxiety, and depression.
The long-drawn two years of pandemic-riddled uncertainty have fueled further burnout. For those returning to work, stress related to their job is no longer the only cause of burnout.
One-third of McKinsey survey respondents recorded a negative impact on their mental health due to the return to the workplace. For those who have yet to do so, 49% expect returning might negatively impact them.
The uncertainty of the looming threat of COVID-19 is a contributor to negative mental well-being. Additionally, workplaces are trying to catch up on lost time, which for some can be overwhelming. Understanding these concerns would be crucial when considering methods for tackling workplace burnout.
3. Mental health struggles differ vastly among demographics
The Spring Health survey also documented women being more prone to burnout than men (80% and 72%, respectively). What's more, younger working women are more likely to experience burnout than older employed women (87% ages 18-44 vs. 74% ages 45-54).
A McKinsey survey noted a similar finding where 42% of women reported always being burned out, compared to 35% of men.
An important dimension of these statistics, especially post-pandemic, was parental burnout. Studies indicated parental burnout could range anywhere between 8% and 36%. In general, parents of school-age children reported higher mental distress.
Work stress and the impending return to work contributed further to declining parental mental health. Many parents, especially women, had to quit their job during the lockdown due to this stress. The numbers increased upon returning to the workplace.
Another demographic variation was noted on Deloitte's Workplace Burnout Survey. 84% of millennials in their survey recorded burnout, compared to 77% of all respondents. A similar finding was reported in Mind Share Partners' Mental Health at Work Report, where 75% of Gen Zers left their jobs for their mental health.
Within a workplace, there are very few avenues to discuss mental health concerns among these different demographics. Primarily since concerns differ, workplaces are doing little to tailor their health benefits to cater to evolving mental health needs.
4. Mental health impacts productivity and the overall economy
12 billion working days are lost yearly due to anxiety and depression alone, which costs the global economy nearly US$ 1 trillion every year, according to WHO. Reasons for the increase in mental illness in the workplace were noted to be discrimination, bullying, inequality, and psychological violence.
Studies have additionally indicated that different dimensions can affect mental health in the workplace. This can include relationships with colleagues or seniors, job insecurity, and high-performance expectations. These dynamics have changed significantly for those returning to the workplace after the pandemic.
A study in the UK conducted among prime-age workers displayed a three times higher likelihood of absenteeism due to a change in mental health compared to physical health.
These startling statistics should be a driving force to foster a better mental health ecosystem within workspaces.
How can workplaces incorporate employee mental well-being?
UAB Kilo Grupe's Digital Health Survey recorded 75% of their respondents knowing how to take care of their mental health. However, only 66% had a clear routine on how to do so. This means companies must consider facilitating a change in their employees' mental health.
UAB Kilo Grupe understands that investing in the right digital health tools can be one aspect of this. This need springs from the health survey recording 36% of Gen Zers having tried digital health tools for their mental health and being frustrated by their lack of effectiveness.
Similarly, many older working-class adults struggle with the lack of flexible employee benefits, one of which is a flexible work schedule. A Gallup survey noted an increase in productivity and mitigation of burnout among those who opted for hybrid work schedules.
Being able to take guilt-free time off is also an important aspect. Many feel drawn into the much-advertised "hustle culture." But in the long run, this is doing more harm than good, to both the individual and the global economy in terms of productivity.
A key aspect of facilitating mental health at workplaces is listening to employees. They all have differing concerns. Incorporating mental health into employee benefit schemes is crucial. Encouraging time off, counseling, and even mental health days at work can help reduce work stress, make employees feel cared for, and improve workplace productivity.
* This is a contributed article and this content does not necessarily represent the views of sciencetimes.com
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