'Meh': The looming threat of languishing

Keywords: languishing, mental wellbeing, leadership, productivity, business risk

Author: Lisa Munro

Date: 2 May 2024, Worklife Digital

As a manager or leader focused on results, it's easy to overlook the nuances of your team's well-being. Yet, when things are kind of 'ok' but there's a definite loss of enthusiasm and drive, when 'meh' is continually the response to enquiries on how things are going, it can be a good indication that something is amiss. For those of us who haven't fully grasped the impact of mental health in the workplace, the concept of 'languishing' offers a fresh perspective, prompting us to delve deeper into understanding its implications for our teams' performance and happiness.

Understanding languishing: beyond the surface

Languishing isn't a term that's unfamiliar, yet its significance in professional settings has gained traction, particularly in recent times. It's that peculiar state where individuals find themselves neither fully thriving nor completely succumbing to despair. They may express sentiments like, "I feel off, but I can't pinpoint why", or "Things that I usually love just seem so uninteresting lately." These subtle cues often go unnoticed or are brushed aside as temporary fluctuations in mood.

However, what distinguishes languishing from mere mood swings is its persistent nature. It's like a dull ache in the soul, a sense of detachment from one's own happiness. In a work context, it manifests as a lack of motivation, decreased productivity, and a feeling of being disconnected from one's professional goals. Imagine a team where each member is experiencing this sense of stagnation - the collective impact on morale and performance can be substantial.

The escalating impact: from discontent to crisis

The danger of languishing lies in its insidious progression. Left unaddressed, it can gradually erode an individual's mental well-being, leading to more serious issues such as burnout, anxiety, or depression. What starts as a vague feeling of discontent can snowball into a full-blown crisis, both for the individual and the organisation at large. Thus, dismissing languishing as a minor inconvenience is a grave oversight that business leaders can ill afford.

In recent discussions, numerous professionals have opened up about their experiences with languishing. Entire teams and organisations have found themselves grappling with its effects, often without fully comprehending the root cause. It's crucial to recognise that languishing isn't a personal failing but rather a byproduct of systemic factors within the workplace, alongside external pressures such as the cost of living crisis and continuous bad new stories. High-pressure environments, constant demands for performance, and a lack of emphasis on holistic well-being can all contribute to this pervasive sense of malaise.

Taking action: strategies for addressing languishing

Addressing languishing requires a multifaceted approach that encompasses both individual and organisational levels. At the individual level, fostering self-awareness and resilience is key. Encouraging employees to recognise their emotional state and providing resources for self-care can help mitigate the effects of languishing. Additionally, promoting a culture of open communication where employees feel comfortable expressing their struggles without fear of judgment is essential.

On the organisational front, prioritising mental health initiatives should be a non-negotiable. This includes measuring and benchmarking mental wellbeing alongside engagement, and implementing tailored strategies and policies that support work-life balance, and de-stigmatise conversations around mental health in the workplace. Leaders must lead by example, demonstrating empathy and understanding towards their team members' well-being.

With heavy managerial workloads its easy to delay focusing on team mental wellbeing until issues start to arise. However proactive measures such as regular mental health assessments can help identify early signs of languishing before they escalate and have serious impacts on individuals (and their team mates who often have to cover workloads for the individuals currently suffering). By acknowledging the prevalence of languishing and taking concrete steps to address it, businesses can cultivate a culture of flourishing where individuals can thrive both personally and professionally.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital