New findings from the American Psychological Association (APA) suggest that the mindset of the American workforce may be changing. Stressors associated with the COVID-19 pandemic have taken a toll on employee well-being, and many are actively looking for a new job.
Insights from the APA’s 2022 Work and Well-Being Survey reveal that 81% of workers in the U.S. seek job opportunities at companies that actively support employee mental health. The survey shows that many challenges arise within the workplace itself, especially in hostile work environments.
“We currently live in a time with uncertainties created by the ever-changing global pandemic, international unrest, ongoing supply chain issues, rising inflation and great political divisiveness,” Dennis P. Stolle, JD, PhD, senior director of the APA. Office of Applied Psychology, told Healthline.
“A typical adult spends a third of their life working – it’s impossible for employees to leave problems at the door when they get to work.”
According to the survey, almost 1 in 5 workers (18%) described their workplace as somewhat or very toxic.
Stolle noted that the percentage was significantly higher among those who do manual labor (22%), compared to those who do office work (15%).
The findings also indicate that one-third of respondents experienced physical violence, verbal abuse or harassment at work in the past year.
In addition, companies with a tendency to track employee performance were highlighted in the survey as an emerging factor. Respondents who were monitored at work were twice as likely to report that their work environment negatively affected their mental well-being.
“One of the more surprising results was that more than half [53%] of the respondents reported that their employer monitors them using computers, software, cameras, barcode scanners or other technology,” Stolle said, adding that the actual number can be higher “The remaining 47% includes those who do not know if they are being monitored.”
Some employers have acknowledged the impact of the pandemic on workers’ well-being and have begun to offer improved mental health support to their staff. According to the APA survey, one-third of workers said their company’s mental health initiatives have improved since the pandemic began.
“71% of our survey respondents said they believe their employer is more concerned about employee mental health now than they were in the past,” Stolle said. “This is good news.”
In addition to mental health support, the survey indicates that employees would also like to see:
A large majority (95%) of respondents consider initiatives such as these effective in improving mental health.
Stress – one of the most common mental health concerns – can significantly affect well-being.
“Mental health should be a priority in general to achieve overall wellness,” said Taish Malone, PhD, a licensed professional counselor with Mindpath Health. “It dictates how we experience much of our lives.”
Physiological symptoms of stress can include:
According to Rachel Cavallaro, PsyD, a licensed psychologist with Thriveworks in Boston, stress can also make some individuals more prone to illness, leading to increased absences.
Cavallaro noted that the effects of stress on mental health are plentiful and can include:
“Employees may feel unmotivated, complain more, have increased accident rates, are more likely to leave and have a general sense of low morale,” Cavallaro said.
“Challenges in the workplace can lead to problems with timeliness and punctuality, reduced decision-making ability, poor concentration, inappropriate behaviors or outbursts and poor relationships with others due to moodiness, irritability and social withdrawal.”
Mental health supports and flexible working hours can offer some improvements to workplace culture. Here are some other strategies employers can implement to prioritize employee wellness.
Prioritize transparency and open dialogues
Stolle noted that nearly half of survey respondents (46%) expressed concern about what would happen if they told their employer about mental health. On the same subject : The Health Effects of Hookahs – News Center – The University of Texas at Arlington. They were worried if it would have a negative impact on their standing in the workplace due to stigma.
“While many employers are moving in the right direction of placing more emphasis on employee mental health, we still need to do much more to normalize conversations about mental health,” Stolle said.
Cavallaro added that managers can help reduce fear and stigma by creating a safe and open dialogue for employees to discuss their mental health issues if necessary.
“Transparency, open door policies and providing feedback are critical,” Cavallaro said, adding that gratitude is also key. “One of the main reasons employees leave is because they don’t feel appreciated by their manager.”
Host regular check-ins about workloads
Excessive workloads inevitably contribute to stress. In fact, the World Health Organization (WHO) reports that people who work 55 hours a week or more are up to 35% more likely to experience a stroke or heart disease.
“In our fast-paced, supply-and-demand, quantity-over-quality culture, it’s common for employees to feel pressured and be defensive of their job stability by stretching themselves more than they should,” Malone said. See the article : ‘Don’t Worry, Be Happy’ event raises awareness about mental health.
To help alleviate workload stress, employers and managers could regularly consult with employees and ask how they can help support them.
Improve diversity from the top down
The APA survey indicates that respondents who live with a disability, are Black, or identify as LGBTQ+, reported higher rates of discrimination in the workplace. Read also : The federal office focused on the impacts of the climate crisis on health has no permanent staff or funding.
“Until discrimination is fully addressed, some groups will continue to suffer disproportionately from work-related mental health problems,” Stolle said.
To begin to address such concerns, individuals in leadership roles may need to take initiative. “Those in positions of authority can help create and encourage a culture of healthy collaboration that embraces and respects differences,” Malone said.
To that end, the survey indicates that workplaces with women, People of Color or LGBTQ+ individuals in senior leadership positions are associated with having better equality, diversity and inclusion policies.
The APA survey paints a picture of a changing American workforce that wants improvements to mental health support at work.
While the pandemic may have exacerbated stresses among workers, especially those in marginalized communities, it has also provided an opportunity for employers to act to prioritize employee well-being.
Transparency, manageable workloads and expectations, and improved diversity are some ways employers can support the mental health of their employees at the leadership level. Employees can also benefit from prioritizing their mental well-being outside of the workplace.
