Mental health problems are a thing. They've been bubbling away under the surface forever, but the pace and nature of modern life have turned up the temperature and, in many cases, people's problems are bubbling over. When this happens companies generally, either temporarily (through absence) or permanently, lose the employee. In many cases this doesn't have to happen and the pressure can be released through therapy.
Our business case is simple: happy staff are more productive and don't leave. Offering counselling to those who need it should save you money. Moreover, corporate resonsibility is also becoming a thing: staff appreciate it when you look after them when they need it.
The profile of mental health and wellness is on the rise whilst stigma decreases; the mental health movement continues to gain traction online and in the media. It’s increasingly ‘cool.’
Once upon a time your wellbeing was an individual matter but companies are now realising that they have a responsibility to look after their employees mental health. Employers can either jump on the bandwagon or risk being left behind. Those who opt out are likely to be seen as out of touch.
Also - the workplace is changing, rapidly.
Millennials are expected to make up 75% of the workforce by 2025 (Deloitte Survey). To attract the best employees of this group companies that are hiring will have to compete for candidates by using more than just attractive salary packages and/or strong brand recognition. For today’s aspiring professionals workplace culture and personal development are increasingly important when considering career opportunities. Since a traditional nine-to-five job accounts for one-third of the total day, being happy with the tools and people you spend time with is important.
Millennials are the most values driven generation. Creating an environment where people feel valued and part of a team will be more important than ever. Millennials seek managers and companies that will invest in their future growth. Providing growth opportunities is a good way to retain, engage and incentivise employees. The Huffington Post notes that 79% of Millennials prefer their boss to be more of a coach or mentor in their professional lives.
Employers will continue to see a shift in what’s expected of the working environment, starting with millennials and continuing with Gen Z. Those that remain flexible and responsive to the needs of their workforce will attract and retain top talent. Proactive investment = loyalty and productivity = profitability. More than any other generation millennials have internalised the idea that they need to be working all the time or engaged in the never-ending pursuit of self-optimisation in order to be successful. Glorification of 24 hour accessibility.
Burnout is a response to prolonged stress and typically involves emotional exhaustion, detachment and feeling ineffective.
The six main risk factors for work burnout are having an overwhelming workload, limited control, unrewarding work, unfair work, work that conflicts with our values and a lack of community in the workplace.
According to a UK-wide survey in 2018 by the Mental Health Foundation almost three quarters of more than 4,500 adults surveyed (74%) had at some point over the past year felt so stressed that they were ‘overwhelmed and unable to cope.’ Increase in absenteeism and long-term sick leave. Associated recruitment costs of finding interim cover and/or replacement.