Mental wellbeing in the workplace is influenced by a variety of factors, ranging from the nature of the workload to the psychological environment in which employees operate on a daily basis. While some levels of high workload are manageable (and even motivating), others can be deeply damaging when combined with poor support, unrealistic demands, and toxic work cultures. A holistic approach to employee mental wellbeing must recognise these differences and provide employees with the support they need to thrive.
The spectrum of workload and its impact on well-being
Not all high workloads are inherently harmful. In many industries, employees are faced with high workloads intermittently for short periods, usually driven by a specific goal. These periods of intense work are often followed by a sense of accomplishment, leading to increased team morale and cohesion. Other scenarios involve moderate workloads with high management support, which can be sustainable and rewarding.
However, things change dramatically when workloads become chronic and unsustainable. When employees are faced with relentless pressure, poor support, harassment from colleagues or bosses, and unrealistic negative consequences, they are exposed to a toxic work environment. This leads to burnout, a sense of hopelessness, and potentially serious health problems, both mental and physical. Distinguishing between high, manageable workloads and toxic environments is critical to creating effective mental wellness programs.
Key steps to implementing an employee mental wellness program
To protect employees from the adverse effects of chronic stress and support them through the varying demands of workload, organizations must focus on these essential steps, as shared by Debasmita Sinha, Chief Psychologist and Clinical Director, Excellence.
1. Raise awareness among team leaders and managers
Managers and team leaders need to understand the profound impact their behavior and expectations have on employees. It is critical to train them to differentiate between healthy, goal-oriented pressure and chronic, damaging workloads. Through awareness programs, they can be taught to balance expectations and offer support during periods of high stress, ensuring employees feel valued rather than overwhelmed.
2. Create spaces for younger employees to express their needs
Younger or less experienced employees often struggle the most in high-pressure environments. Organisations should provide platforms for them to voice their concerns, especially during periods of intense workload. Listening and acting on them builds trust and helps prevent early burnout in younger employees, who may not yet have the resilience to cope with high-stress situations.
3. Offer warm, direct telephone lines to provide mental health support
Support services, such as crisis telephone lines, are essential to help employees manage their mental health, particularly during periods of high workload. These resources should be easily accessible, well publicised and standardised within the organisation to encourage employees to seek help when they need it, rather than waiting until they are in a crisis.
4. Educate employees about personal safety and mental capacity
Teaching employees to recognize their limits is critical, particularly in industries with fluctuating workloads. Employees should be prepared to identify when workload stress is becoming toxic and when they should seek help. Mental and emotional boundary training helps employees take action early to prevent stress from turning into burnout.
5. Incorporate de-stressing mechanisms into your daily workflow
During periods of high workload, incorporating de-stressing activities into daily workflows can prevent burnout. Whether through flexible work schedules, mindfulness sessions, or short breaks, creating space for mental recharge during intense projects helps keep employees healthy and productive.
6. Develop the ability to identify early signs of distress
In toxic work environments where chronically high workload and poor support coexist, employees are at serious risk of burnout. Organizations should train managers and employees to identify early signs of distress in themselves and others. Offering timely support when someone is struggling can prevent the situation from escalating, helping to maintain mental health across the workforce.
7. Listen to employees through regular feedback mechanisms
Regular feedback mechanisms such as surveys, town hall meetings and one-on-one meetings are invaluable in industries with fluctuating workloads. Employees should be able to voice their concerns, particularly about workload expectations and support levels. Management should act on this feedback to address any toxic elements in the workplace, ensuring that employees feel heard and valued.
A well-designed program ensures that employees have the tools, support and resources needed to maintain their mental health, no matter the workload.
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