When work is satisfying and rewarding, it is one of the best ways to enhance your wellbeing. It can provide structure, purpose, and connection. It can also be an important way to contribute to your independence, your family, and your community. On the other hand, poor quality work and working environments that demand excessive workloads, have low job control and security, or unfair or discriminatory work conditions, pose a risk to your mental health.
In this article, we explore why prioritising your mental health is essential to your career. We also share practical considerations for both businesses and staff to create the healthiest work environment.
Good work is good for you
Good mental health is necessary for career development, and decent work can aid recovery from mental illness. Happiness and wellbeing must come before career advancement. Burnout and stress lead to disconnection and disinterest, and when there is more output with fewer resources, it is not sustainable for anyone.
Since COVID, people worldwide have a new set of priorities. Candidates and employees increasingly want work that is purposeful and aligned with their values. Leaders are in a position to improve employee mental health and wellbeing at scale. By rethinking the workplace with a modern understanding of health, this idea of “good work” is possible. Good work is sustainable work that nurtures self-esteem, social connections, financial security, status, and sense of identity. Research by the Faculty of the Royal Australasian College of Physicians shows that good work improves mental health.
Risks to mental health at work
People are a business’ greatest resource. Many organisations recognise this, yet fail to support staff in the same way as other resources. Most adults spend at least a third of their employable years at work. Failing to address the effects of mental health challenges comes at a high cost. Globally, an estimated 12 billion working days are lost every year to depression and anxiety, costing US$1 trillion per year in lost productivity. Mental illness in the workplace leads to lost revenue through sick leave, resignation, and reduced productivity, and many people suffer in silence due to stigma.
According to the World Health Organisation, risks to mental health at work can include:
- under-use of skills or being under-skilled for work
- understaffing, excessive workloads or work pace
- long, unsocial, or inflexible hours
- lack of control over job design or workload
- unsafe or poor physical working conditions
- organisational culture that enables negative behaviours
- limited support from colleagues or authoritarian supervision
- violence, harassment, or bullying
- discrimination and exclusion
- unclear job role
- under- or over-promotion
- job insecurity, inadequate pay, or poor investment in career development
- conflicting home/work demands
Create a psychologically safe workplace
Since COVID, employees have become more assertive about their worth and expectations. Psychologically safe workplaces align with employees’ values, allow people to bring their true selves to work, and foster inclusivity and belonging. Employers who fail to meet these standards risk losing staff, reducing productivity, and lowering commitment.
Employers are in a unique position to move the needle on burnout and explore ways to create the healthiest environment for their employees. Here are some ways to support the wellbeing of your team:
- Champion for mental health: Have someone on staff who has completed their mental health first aid training and is passionate about supporting team members’ ongoing wellbeing.
- Open conversations: Have regular, honest, and transparent discussions with staff about their wellbeing and make it clear they can reach out for support at any time.
- Lead by example: Leadership should be upfront and vocal about making mental health a priority.
- Provide training: Give staff members training to help recognise the signs of mental illness with confidence.
- Flexible work: Recognise that staff have a life outside of work and provide members with flexible work choices and autonomy.
- Work culture: Build awareness of mental illness into work culture, processes, and systems.
- Time off: Encourage people to take time off and to have regular breaks.
- Be human about it: Reach out and offer access to support services.
Moir Group’s approach
At Moir Group, we partner with clients and candidates who share our values of care, partnership, rigour, persistence, and passion. We recognise that work is a big part of people’s lives and that job satisfaction is crucial for overall wellbeing. Candidates are prepared to ask important questions in interviews about culture, structure, and flexibility to ensure a good match. By understanding team dynamics and organisational culture, we can advise clients and candidates to keep mental wellbeing at the forefront.
Final thought
Would you like to learn more about finding the right role for you? Or are you seeking quality finance professionals for your organisation? Contact the Moir Group team today for a chat.
