Anna Chandy
Mental health issues affect corporate employees across all levels and age. We may choose to live in denial or ignorance, but an employee’s mental health has a direct impact on office dynamics, inter-personal/client relationships, overall productivity and even innovation and problem-solving.
Competition, deadlines and the constant need to perform better result in employees feeling exhausted, anxious and insecure. For those who are already stressed or experiencing burnout, even simple tasks like attending a meeting, scheduling or engaging in a conversation are a challenge. Therefore, they may come across as under-confident or incompetent.
A World Health Organization study estimates an approximate global loss of $1 trillion in productivity because a large chunk of the global workforce suffers from depression and anxiety-related disorders.
On average, Indians work a 52-hour week, one of the highest in the world. This is directly linked to the fact that 80 per cent of corporate employees in India showed symptoms of anxiety-related disorders and 55 per cent showed signs of depressive disorders. According to Optum, 46 per cent of the Indian workforce is also known to experience stress-related issues like fatigue, weakened immune systems, insomnia and other cognitive issues.
The sad reality is that because of the stigma attached with mental illness, employees suffering from depression or anxiety fear discrimination and even job loss. Because of this, most of them single themselves out, which affects team dynamics and work output, and might lead to an uncomfortable or toxic atmosphere at work. Others might see them as unapproachable or irritable. It is important for organisations to institute policies that minimise the rise of mental illnesses and to provide support to those who need help.
The cause of anxiety or depression in a workplace can be a single factor or combination of factors like relationship problems with superiors, bureaucratic constraints, work-family conflict, issues with colleagues, performance pressure, poor job prospects or feeling undervalued.
According to the Journal of Occupational and Environmental Medicine, apart from a significant economic loss, there are indirect effects of mental health issues in employees, such as “increased short-term disability, safety incidents, absenteeism and presenteeism (working while sick), underperformance, stress imposed on team members, overstaffing to cover sick-day absences, and hiring costs related to recruitment and retention”.
There are many initiatives an organisation may take to address the mental well-being of its employees. A study by the WHO estimates that for every $1 you spend on common mental disorders, there is a $4 return in improved health and productivity of your employees.
Statistics show that India is one of the most depressed countries in the world. It indicates how we as a country address mental health. The implementation of the Mental Health Care Act 2017 is an active effort to provide treatment for mental illness while ensuring that those impacted are not discriminated against by the government or any other institutions. However, this does not imply that anyone is forced to disclose mental health issues they are facing. It is up to the employer to create a safe space so that anyone can talk about their issues.
To better address and manage mental health issues, an employer can:
● Offer flexible hours, which gives the employee the flexibility to manage his or her schedule. This can be a protective factor.
● Ensure that the right person performs the right job, to ensure maximum productivity. It helps bridge the gap between the job and what the employee has to offer, thereby maintaining higher levels of productivity.
● Address negative workplace dynamics and office politics, which can cause a lowered sense of satisfaction at work, in addition to stress. Lowering these would ensure a more conducive work atmosphere.
● Provide supportive and confidential communication with management, which can help people with mental disorders continue to or return to work.
● Construct a programme for employees suffering from common mental health disorders, to provide them regular support at the workplace.
Give employees an environment where they can talk openly about mental health issues. This can greatly reduce long-term effects. Support from employers and small changes in the workplace environment can support and enable people suffering from mental health issues to take timely help, which results in happier and more productive employees.
The writer is chairperson, board of trustees, Live Love Laugh Foundation.