The image that we conjure up in our minds when we hear about ‘Mental Health at the Workplace’ is usually that of harried HR Leaders talking about ‘how to manage stress better’, or ‘better work-life balance’, etc. This was possibly true of a time when being ‘overworked’, ‘stressed out’, ‘overwhelmed’ and ‘burnt out’ was glorified as being ‘committed to one’s job’ and was often rewarded. Today, this is possibly an overt simplification of a very critical issue.
While Mental Health of employees has been talked about for some time, it was possibly the Covid induced lockdowns that suddenly opened up dialogue on the subject, leading to organizations pledging affirmative action on the issue. The role of leadership in promoting mental health in organizations has also made a significant difference, where we are witnessing the transition from an authoritative and emotionally distant leadership style to a generation of empathetic leaders.
This has led to organizations taking a 360 Degree view of ‘people’ and ‘wellbeing’, where issues like inclusion, diversity, creativity and emotional expression are all being valued ……. moving away from a system where uniformity, homogeneity and maintaining the status quo was the hero.
An Indian study conducted in 2022 with white collar Urban employees shows that nearly 29% of the respondents showed moderate-to-severe signs of depression, 55% had moderate-to-severe signs of anxiety, and 78% had moderate-to-high amounts of stress. For the first time, therefore, mental health is no longer seen as an individual's responsibility nor is it purely a personal concern. Instead, mental health is being recognized as one of the major aspects of an individual’s well-being and is being focused upon and addressed - both in their personal and professional lives.
Some causes of increase in Mental Health issues among professionals:
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The culture of always being on: During the pandemic, ‘work from home’ became the norm, immediately obscuring boundaries and all but killing work-life balance. The work from home culture also led to the isolation of individuals working in their individual silos leading to reduced social contact and spontaneous interactions which are essential for emotional regulation and team morale. It is reassuring to see that today organizations are recognizing this and have moved to a hybrid work model.
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Relevance is King: The pace of change has never been more frantic than the last few years, especially after AI tools have completely disrupted work culture. Suddenly job roles that seemed secure are now coming under question due to a rapidly evolving job market and with it comes a fear of becoming obsolete.
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Fragmentation of social units: While in the past the family unit provided a ‘safe space’ for stressed individuals, today the need to relocate from ‘home’ for employment, nuclear family units, reduction in dedicated time of physical social interaction, etc. are leading to increased ‘mental rumination’ among young professionals.
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Access to ‘Mental Health Services’: With all of these factors playing a role, stress is constant and unrelenting, the ‘stigma’ associated with mental health and having a lack of access to mental health services are all contributing to a highly burnt-out workforce that struggles to find the balance between career goals and well-being goals.
So, who does the onus of mental health fall on? With a paradigm shift in the workplace transitioning from a rigid, hierarchical, uniform structure towards a more flexible, trust driven and inclusive set up, the responsibility of mental well-being is also shared between the employee and the organization. While prioritizing our well-being is the prerogative of the individual, the organization plays a vital role in supporting the individual in this journey by creating a culture of inclusion, openness and trust.
Organizations and individuals have to work hand in hand to help destigmatize and prioritize mental health, especially in the workplace. By creating an open dialogue around mental health, organizational Leaders need to promote a culture of openness and support. When organizations model vulnerability and start up a dialogue on mental health starting with leadership, its effects automatically cascade through the organization.
Some steps that organizations need to prioritize:
Creating a culture of support may start with organizations but the maintenance of the culture continues with each individual. By making mental health a key pillar of their lives, each individual can take small steps towards their well-being.
What can the individual do to take care of their well-being?
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By making self-care a part of my daily life through simple practices like journaling, mindfulness, meditation, taking a mindful pause can all help us create self-care routines.
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Sleep is another crucial yet often neglected aspect of well-being that holds the key to effective stress management and burnout. By prioritizing 7-9 hours of sleep every night and following basic sleep hygiene, sleep can be used as a tool for well-being and self-care as well. Individuals should use meditation / seek professional help to address sleep related issues.
While day-to-day habits do support mental health and well-being, it is also important to focus on developing a mindset that helps support well-being. By focussing on empathy and gratitude, we can work towards creating a mindset that adds to our well-being. Research shows us that gratitude can help with boosting happiness, helps with better emotional regulation and fosters positive relationships. By including gratitude in our daily lives, we can work towards better resilience and contentment.
In conclusion, our mental health is what helps us navigate the ever changing landscape of our professional and personal lives. By prioritizing mental health from an individual and organizational standpoint, we can work towards creating a culture that promotes well-being, practices empathy and promotes vulnerability.
About the Author
Shruti Nedungadi, a seasoned mental health professional with a Master’s degree, has been working in the field of mental health for over a decade.
Her expertise lies in partnering with organizations to build inclusive workplaces through workshops and individual counselling. Through her initiative, Let’s Talk, she has collaborated with more than 350 leading Indian and global organizations, transforming workplace culture with a strong focus on mental health and employee well-being.
Alongside organizational work, Shruti also engages closely with children and adolescents, offering individual and career counselling, parent engagement programs, and related interventions.
Widely recognized as a leading voice in the mental health space in India, Shruti has made significant contributions to advancing this specialized field and continues to champion awareness, inclusion, and holistic well-being.