Employee well-being is vital for the success and sustainability of businesses of all sizes. For small and medium-sized enterprises (SMEs), which often operate with tighter budgets and smaller teams, every employee’s contribution is essential. Recent survey data from a London-based HR consultancy highlights the current state of mental health in the workplace.
The consultancy’s analysis of anonymous employee engagement surveys from the past year reveals a concerning trend: only 15% of employees are satisfied with their work-life balance.
A spokesperson for Pace HR responded to these findings, stating, “Ideally, work should be a place where we develop, find purpose, and connect with others. But for many, it’s merely a means to earn a living and can be a source of stress.”
“There is a big difference between feeling stressed at work and experiencing mental health problems because of work,” they added. “The latter can lead to constant tiredness, ongoing worry, and burnout, making it hard to unwind and enjoy free time.”
The survey also found that less than a third (31%) of employees feel comfortable discussing their mental health with their manager, and only 11% have someone at work they can confide in.
Mental health remains a taboo topic in many workplaces. The spokesperson noted, “If employees are too scared to approach managers about their struggles, problems can spiral out of control.”
Supporting employees’ mental health shouldn’t be solely the responsibility of senior management. Generally, people feel more comfortable talking to colleagues at their own level. By encouraging employees to become well-being champions, workplaces can foster open discussions about mental health without fear of judgment or career repercussions.
“It’s equally important for employees to receive training on managing mental health and to have access to support when needed,” the spokesperson emphasized.
HR leaders should utilize internal communication channels to raise awareness about mental health. Sharing blogs with helpful tips, providing fact sheets that debunk mental health myths, and ensuring resources are available to employees are all crucial steps. Keeping the team informed about well-being policies and procedures is vital.
Fostering a supportive environment where mental health is prioritized can enhance employee engagement, reduce absenteeism, and improve productivity. Promoting a culture of open dialogue creates a more inclusive and resilient workplace.
Employees at all levels should feel unashamed discussing their mental health with colleagues. “Hiding your struggles can make you feel worse. When addressing the issue with your manager, focus not just on your feelings but also on how your mental health affects your work and productivity.”
“If you’re nervous about talking to your manager, write down your thoughts and send an email. Have a friend or family member review it first if needed.”
“You can choose how much you want to share. You do not have to reveal the name of your condition. Be cautious with words like ‘stress,’ as they can be easily misinterpreted. If you have a doctor’s diagnosis, it’s okay to inform your employer that you’re unwell.”
“If talking to your manager is difficult, consider seeking support from a mediator. You don’t have to handle this alone. Help is available from your HR department, a trusted coworker, an occupational health officer, or organizations like ACAS. They will support you throughout your journey.”
