Good Mental Health in the Workplace Is Good for Business, Insights from Petra Johnsson, Managing Partner of IMSA Search Global Partners Sweden and Founder/CEO of FXL Findexecutives
Maintaining employee health and well-being is central to business success, and that includes employee mental health. Since covid, there has been a surge in mental health conditions among workers, fueled by post-pandemic changes in the workplace, economic and political uncertainties, inflation and wage stagnation, and all exacerbated by social media and the 24/7 global news cycle.
According to Petra Johnsson, Managing Partner of IMSA Search Global Partners Sweden and Founder/CEO of FXL Findexecutives, “Poor workplace mental health can negatively impact productivity, engagement, and creativity, resulting in higher turnover rates, increased absenteeism, poor and costly decision-making, and reduced team effectiveness. Developing strategies to improve employee mental health and integrating its importance into the company culture is key.”
The Good and Bad of Work
Employees single out the workplace itself as the major contributor to their mental health challenges. A recent global survey reported nearly half (47%) of employees blaming the majority of their stress on work, while two thirds (66%) of CEOs report the same. (Headspace 2024 Workforce State of Mind Annual Mental Health Trends Report) And the toll is significant: Over 70% of employees report negative impact on physical health, has caused them to gain weight, and resulted in the breakup of a significant relationship or divorce. But it’s not all bad. Over half (53%) of employees say work has helped them find a supportive community and people with similar backgrounds and lived experiences.
Mental Health and the 4-Day Workweek
Covid saw the introduction of work-from-home. Increasingly, however, companies are calling upon workers to return to the office. In an effort to balance the two, addressing employee preference while maintaining work-life balance, the hybrid work model has emerged as the new norm. Petra Johnsson says, “This is an ongoing discussion in Sweden. We were one of the first countries to pilot the four-day workweek in 2015; outcomes were mixed – positive for employee satisfaction but with negative cost implications. At the end of the day, it’s about productivity, finding a way to use one’s time more efficiently while still being effective at one’s job.”
4 Strategies for Improving Employee Mental Health
Moving beyond work-life balance and minimizing work-life impact, the following strategies can put you and your employees on the path to work-life harmony:
- Establish policies that create clear boundaries between work and personal life.
Consider setting specific sign-off times during which it is ok not to respond to work-related emails; mark certain hours and/or days as “no email” time to allow workers to focus on their own work rather than using up time answering emails. Offer flexible schedules to accommodate personal and family needs; build mental health days into the company culture; make it safe for workers to seek personal/family time off.
- Create a workplace culture that prioritizes a sense of community.
Nearly 1 in 4 people worldwide feel very or fairly lonely (2023 Meta-Gallup Survey), so fostering human connections is important. Virtual and/or in person “meet-ups,” lunches, after work gatherings, and offsite meetings can bring teams together and deepen connection and collaboration. Employee Resource Groups (ERGs) allow employees to connect with workers of similar lived experiences. Consider creating formal peer-to-peer and intergenerational mentorship programs.
- Require managers to participate in mental health specific training.
UKG, a global HR support company, reported 97% of employees say their mental and emotional wellbeing has been negatively impacted by their manager in the past year. Unless properly trained and given sufficient resources, managers may not know how to identify workers who are struggling. They may not be aware of the resources available to employees for help. Offer professional development so they have the skills to support their workers.
- Build a culture of trust and mental health literacy
When leaders talk about their own mental health challenges, it creates a culture of trust and transparency around an otherwise negative issue. Create a company-wide campaign on mental health so employees know their benefits and feel comfortable accessing them. Develop a supportive process for helping employees return to work successfully after a mental health absence.
“It’s important to normalize the conversation around mental health,” asserts Johnsson. “Employees feel safe speaking up about their own conditions and seeking help as needed.”
Good mental health is part of good overall health. And a healthy workforce is essential to success. Simply put, prioritizing mental health is good for business.
About IMSA Search Global Partners
With 30 offices in 18 countries on 5 continents, our 200 Executive Search experts span the globe to identify the right candidates to successfully lead teams and organizations locally, regionally, and globally. https://www.imsa-globalsearch.com/
