With conditions such as stress, anxiety and depression now thought to be responsible for almost half of working days lost due to health issues, it’s critical to understand the relationship between the workplace and psychological wellbeing.

All work involves demands, because there are goals to achieve, and effort must be put in to achieve these goals.  However, job roles are multifaceted, and performance at work depends on the interplay of not only physical, but mental and emotional demands, as well.

Mental demands refer to the attention and information processing, learning and memory, and reasoning and problem solving abilities needed to complete essential functions of a role. Highly mentally demanding work is not the only contributor to workplace stress. Work that is also very boring or monotonous can also impact mental health.

Emotional demands refer to the interpersonal and emotional competencies required of the role in order to manage emotions and relationships. People problems and workplace stress may arise when a team member’s personality traits, emotional intelligence, and communication and interpersonal skills do not align with the demands of their position.

When demands surpass an individual’s capacity to handle them they become intolerable.  Potentially intolerable mental or emotional demands are known as a Psychosocial Hazard, and should be identified, eliminated, reduced, or managed.  The most common hazards in the workplace include:

1. Work-related stress: High levels of job demands, heavy workloads, long working hours, and tight deadlines can contribute to work-related stress. This can lead to mental health issues such as anxiety and depression
2. Bullying and harassment: Workplace bullying and harassment can have severe effects on mental health. This includes verbal abuse, humiliation, and intimidation, which can lead to feelings of isolation, anxiety, and depression
3. Occupational violence: Exposure to violence or the threat of violence in the workplace can have a significant impact on mental health. This may include physical assaults, threats, or other aggressive behaviours of colleagues or customers
4. Workplace trauma: Team members who experience traumatic events in the workplace, such as accidents, injuries, or witnessing critical incidents, may suffer from post-traumatic stress disorder (PTSD) or other mental health issues
5. Poor work-life balance: Imbalances between work and personal life, including long working hours and limited time for relaxation, leisure and self-care, can contribute to high stress levels and occupational burnout
6. Lack of job control: Team members who feel they have little flexibility in their role, or lack control over their work or decision-making processes may experience higher levels of stress and anxiety
7. Organisational change and job insecurity: Uncertainty about job stability due to organisational change, restructuring, or downsizing can lead to increased stress and anxiety among team members
8. Isolation and loneliness: Poor organisational culture and feelings of isolation, especially in remote or solitary work environments, can contribute to mental health issues
9. Lack of support and recognition: Insufficient resources, support, and opportunities for growth, and a lack of recognition from colleagues or supervisors for one’s contributions can impact an individual’s mental well-being
10. Inadequate mental health policies and support: Organisations without proper mental health policies, training and education programs, and support mechanisms may struggle to address mental health issues effectively

The consequences of poor workplace psychological wellbeing on team members are vast, including:

• Diminished motivation and engagement, leading to decreased persistence, achievement, and accountability, and reducing innovation and collaboration
• Increased propensity for errors, leading to decreased productivity, missed deadlines, more mistakes, and a heightened risk of illness or injury
• Greater susceptibility to mental health disorders, such as sleep disorders, fatigue, depression, anxiety, suicidal ideation, and harmful substance use
• Higher likelihood of developing chronic physical health conditions, including an increased risk of stroke, heart attack, and cardiovascular disease

Poor workplace psychological wellbeing can also yield damaging results for organisations, including an increased occurrence of:

• Absenteeism and Leave: Team members frequently taking time off due to mental health issues and low morale, disrupting workflow and reducing overall workforce availability and productivity
• Presenteeism: Team members coming to work despite being unwell, leading to reduced efficiency and potential mistakes due to compromised health
• Attrition/turnover: Higher rates of team member turnover, as individuals leave due to dissatisfaction and poor mental health, resulting in increased recruitment and training costs, and loss of experienced staff

Organisations that prioritise psychological wellbeing not only enhance the health and happiness of their team members but also reap the benefits of improved productivity, reduced absenteeism, and a more positive workplace culture.  Some strategies to promote a supportive and healthy work environment include:

1. Promote a Growth Mindset: Foster a safe and supportive work culture that values self-reflection, continuous learning, and professional development.  Encourage team members to experiment, take risks, and try new approaches
2. Practice Psychological Safety: Foster an environment where respect is at the core of all interactions.  Encourage team members to understand and appreciate different perspectives, experiences, and backgrounds, where everyone’s opinions are valued and respected
3. Connect through Communication: Foster a culture where conversations and feedback are viewed as an opportunity for growth and cooperation.  Ensure team members have opportunities to share their thoughts, ask questions, and feel valued, heard, and understood
4. Enhance Job Control: Foster a workplace that regularly acknowledges and celebrates actions and efforts.  Provide team members with control over their work by involving them in decision-making processes and offering opportunities for skill development and career growth.
5. Support Work-Life Balance: Foster a healthy work-life balance, by encouraging good time management, sustainable workloads and manageable deadlines, collaboration between individuals and teams, and flexible working arrangements

ASPL is a dedicated team of professionals, driven to transform workplaces and the lives of their team members, through a profound understanding of the holistic determinants of workplace wellbeing.  By identifying and mitigating potential stressors, and promoting evidence-based solutions, we empower organisations to create a positive work environment, which enhances team member wellbeing, engagement, and productivity.  Contact us today to find out more.