Mental Health and Wellbeing in the Workplace Summary

Good mental health at work isn’t just about surviving—it’s about thriving. But how do we create an environment where both employees and organizations can flourish?

1. Mental well-being starts with understanding what it looks like

Mental well-being is more than just the absence of illness; it’s about thriving emotionally and mentally. It involves having confidence, self-esteem, and the ability to express and manage a full range of emotions. People with good mental health can navigate life’s challenges without being held back by their thoughts or feelings.

One of the most important aspects of mental health is maintaining positive relationships. These connections provide support during stressful times and help people manage daily demands. However, mental health issues often go unnoticed, even by those experiencing them. Symptoms like mood swings, withdrawal from social activities, or unexplained physical pain can be signs of poor mental health.

Workplaces often contribute to these issues. Stressful environments, unclear roles, or excessive demands can exacerbate mental health problems. Recognizing these symptoms and understanding what good mental health looks like is the first step toward creating a healthier workplace.

Examples

• A person who feels confident in their abilities is more likely to take on challenges at work.
• Someone who can express emotions openly is better equipped to handle conflicts with coworkers.
• A supportive workplace relationship can help an employee cope with personal stress.

2. Six key areas determine mental well-being at work

Mental health at work depends on several factors, including job demands, autonomy, relationships, role clarity, and how organizational changes are managed. When these areas are well-balanced, employees are more likely to feel healthy and productive.

Job demands should match an employee’s capacity. Overwhelming workloads or toxic environments can lead to burnout. Autonomy is equally important; employees need some control over how they perform their tasks. Positive relationships with coworkers and a lack of bullying are also essential for a healthy work environment.

Role clarity and communication during organizational changes are other critical factors. Employees need to understand their responsibilities and feel informed about changes in the workplace. When these areas are neglected, stress and absenteeism often increase.

Examples

• An employee with a manageable workload is less likely to feel overwhelmed.
• A team with open communication and mutual respect fosters a positive atmosphere.
• Clear communication during a company restructuring helps employees feel secure.

3. Leaders play a key role in supporting mental health

Managers and leaders have a responsibility to create a supportive environment for their teams. This starts with understanding the mental health challenges employees face and taking steps to address them. Listening to employees and fostering open communication are essential.

Leaders can begin by assessing the mental health of their workforce through anonymous surveys or one-on-one conversations. This helps identify problem areas and allows managers to prioritize solutions. Creating a culture where mental health is openly discussed can make employees feel more comfortable seeking help.

Small actions, like sharing mental health resources or discussing personal experiences, can make a big difference. When leaders show vulnerability and openness, it encourages employees to do the same, breaking the stigma around mental health.

Examples

• A manager who shares their own experiences with stress can inspire employees to open up.
• Anonymous surveys can reveal hidden stressors in the workplace.
• Posters or newsletters about mental health resources can normalize the conversation.

4. Work-life balance is essential for mental health

A healthy work-life balance allows employees to meet their personal needs while fulfilling work commitments. Overworking leads to stress and burnout, while personal time helps people recharge and manage daily challenges.

Setting boundaries is one way to achieve balance. For example, leaving work on time to attend a social event or exercise class can prevent overworking. Writing a to-do list at the end of the day can also help employees mentally “clock out” and enjoy their evenings without worrying about unfinished tasks.

Even small changes, like using the commute for relaxation instead of work, can improve mental health. These habits help employees feel more in control of their time and reduce stress.

Examples

• Scheduling a dinner with friends after work encourages employees to leave on time.
• Writing a to-do list reduces mental clutter and promotes relaxation.
• Listening to a podcast during the commute can make the day feel less work-focused.

5. Managers can support employees with wellness action plans

When an employee is struggling, managers should step in to offer support. A wellness action plan is a collaborative tool that helps employees identify workplace triggers and develop strategies to improve their mental health.

The plan includes details about the employee’s mental health challenges, workplace triggers, and steps to address them. For example, reducing work hours or providing access to counseling can make a significant difference. The plan should focus solely on workplace issues, leaving personal matters to the employee.

By creating a wellness action plan, managers show their commitment to supporting their team. This proactive approach can help employees feel valued and supported, improving their overall well-being.

Examples

• A wellness action plan might include flexible working hours for an employee experiencing burnout.
• Providing access to workplace counseling can help employees manage stress.
• Setting boundaries for after-hours communication can reduce pressure on employees.

6. Identifying triggers with a thought diary

A thought diary is a simple yet effective tool for understanding mental health triggers. By recording daily events and the emotions they evoke, employees can identify patterns that affect their well-being.

For example, missing a deadline might lead to negative thoughts like “I can’t do anything right.” These thoughts can trigger stress and anxiety, creating a cycle of poor mental health. Recognizing these patterns allows employees to reframe their thinking and prevent future declines.

Improving sleep, reducing screen time, and maintaining healthy habits can also help. While these changes may not solve all problems, they can provide a foundation for better mental health.

Examples

• Writing about a missed deadline can reveal how negative thoughts impact stress levels.
• Turning off screens two hours before bed can improve sleep quality.
• Reframing a mistake as a learning opportunity can reduce anxiety.

7. Open communication reduces stigma

Many employees feel uncomfortable discussing mental health at work. Managers can change this by fostering a culture of openness. Simple actions, like sharing resources or discussing mental health in team meetings, can make a big difference.

When employees see their leaders talking about mental health, they’re more likely to feel comfortable doing the same. This openness can lead to better support systems and a healthier workplace culture.

Examples

• A manager who shares their own mental health journey can inspire others to open up.
• Team meetings that include mental health discussions normalize the topic.
• Sharing resources in newsletters or on intranet pages makes help more accessible.

8. Positive relationships boost well-being

Strong workplace relationships provide support during stressful times. Managers can encourage bonding through team activities, like sports or shared meals. These activities promote trust and camaraderie.

Healthy relationships reduce conflict and create a more supportive environment. Employees who feel connected to their coworkers are more likely to enjoy their work and feel less stressed.

Examples

• A team lunch can foster connections and improve morale.
• Participating in a charity run together promotes teamwork and physical health.
• Regular check-ins between coworkers build trust and understanding.

9. Professional help is sometimes necessary

While self-help strategies can improve mental health, some situations require professional intervention. Employees should feel encouraged to seek help when needed, whether through workplace counseling or external resources.

Managers can support this by providing information about available resources and normalizing the idea of seeking help. Professional support can make a significant difference for employees struggling with severe stress or mental health issues.

Examples

• Offering workplace counseling services provides accessible support.
• Sharing information about local mental health resources helps employees find help.
• Encouraging employees to take time off for mental health shows that their well-being is valued.

Takeaways

1. Start a thought diary to identify and address your mental health triggers.
2. Set clear boundaries for your workday to improve your work-life balance.
3. Foster open conversations about mental health in your workplace to reduce stigma and build support systems.