Engagement surveys are not enough: The strategic imperative for measuring mental wellbeing
Keywords: mental wellbeing, management, measurement, absenteeism, employee engagement, people analytics
Author: Lisa Munro
Date: 16 April 2024, Worklife Digital
Recent statistics paint a stark picture of the mental health crisis within the workforce:
Poor mental health accounts for more than half of all work-related illnesses. Around 51% of long-term sick leave is due to stress, depression, or anxiety
UK research shows work-related stress and burnout is currently resulting in 23.3m sick days a year, costing the UK economy £28bn
The American Institute of Stress reports that stress-related absenteeism costs U.S. businesses approximately $300 billion per year
According to a survey conducted by the World Health Organisation (WHO), depression and anxiety disorders cost the global economy an estimated $1 trillion annually in lost productivity
One in five UK workers report feeling unable to manage stress and pressure in the workplace. A YouGov poll of 2,060 adults – 1,132 of whom were workers – found 35% had experienced high or extreme levels of pressure at work, with 20% requiring time off due to poor mental health caused by stress in the past year.
Employees are reporting increased workplace intensity and more significant pressure at work
55% of workers feel that work is getting more intense and demanding.
61% of workers say they feel exhausted at the end of most working days
A third of managers feel out of their depth supporting their team with mental health concerns
70% of managers cited organisational barriers to supporting staff wellbeing, including company policy, heavy workload, unsupportive workplace culture, and not being equipped with the right skills
These figures underscore the magnitude of the challenge that businesses face in mitigating the adverse effects of mental health issues on workplace performance. And engagement surveys, despite their value to organisations, do not capture the repercussions of the surge in mental health issues as businesses endeavour to find effective strategies to support their employees' mental health while maintaining operational efficiency.
One of the primary manifestations of mental health struggles in the workplace is absenteeism. Employees grappling with mental health issues often find it challenging to maintain regular attendance, leading to increased absenteeism rates. This not only disrupts workflow continuity but also imposes significant burdens on managers and colleagues to maintain productivity and meet KPIs, resulting in higher risks of burnout for other team members. Moreover, even when physically present, employees battling mental health issues may experience diminished productivity, further exacerbating the problem.
Measuring mental wellbeing
To address these challenges effectively, businesses must adopt a proactive approach centred around measuring and nurturing employee mental wellbeing. Simply acknowledging the importance of mental health or implementing random initiatives like access to mental wellbeing apps and learning, or pizza Fridays, is no longer sufficient; actionable steps must be taken to create a supportive and conducive work environment.
Traditional performance metrics and engagement surveys often fail to capture the nuanced aspects of mental health, necessitating the implementation of specialised assessments and surveys. By gathering data on employee stress levels, job and life satisfaction, and different psychological aspects of wellbeing, businesses can gain invaluable insights into the state of mental health within their workforce.
Furthermore, benchmarking these metrics against industry standards and best practices enables businesses to identify areas for improvement and track progress over time. Establishing benchmarks provides a quantitative framework for evaluating the effectiveness of mental health initiatives and fostering a culture of accountability within the organisation.
Developing proactive strategies
Armed with comprehensive data and benchmarks, businesses can then proceed to develop proactive, tailored strategies to support employee mental wellbeing. These strategies should encompass a holistic approach that addresses both prevention and intervention. Prevention efforts may include promoting open communication and psychological safety where employees are encouraged to be honest about how they are doing, providing internal mentoring or coaching for all levels, ensuring strong understanding of accountabilities and KPIs, and fostering a supportive organisational culture that destigmatises mental health issues. Creating a culture of transparency and inclusivity promotes trust and strengthens the bond between employees and management, laying the foundation for a resilient and supportive workforce.
The challenges posed by mental health issues in the workplace are multifaceted and require a multifaceted approach. By proactively measuring mental wellbeing, creating benchmarks, and developing proactive strategies, businesses can cultivate a supportive work environment where employees feel valued, empowered, and motivated to perform at their best.
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
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REFERENCES
www.independent.co.uk/news/health/nhs-staff-mental-health-sickness-b2529540.html
www.axa.co.uk/newsroom/media-releases/2023/the-true-cost-of-running-on-empty-work-related-stress-costing-uk-economy-28bn-a-year/
www.stress.org/diagnosis-workplace-safety
www.who.int/health-topics/depression#tab=tab_2
www.tuc.org.uk/sites/default/files/202307/WorkIntensificationrReportJuly2023.pdf
https://mentalhealth-uk.org/burnout/