Mental Health in the workplace
Mental health in the context of the workplace feels like a precarious topic to address. It may be awkward but it cannot be ignored. Terms like quiet quitting and boundary setting are used with such abandon that it I’ve seen it ostracise generations in a professional context. Millenials don’t understand Gen Z’s approach and visa versa. The harsh and definitive absolutes that we are using to discuss workplace culture and wellbeing are actually the greatest disservice to us of all. Where did all the nuance go?
Lack of control is not something us human beings handle well. Throw in a pandemic, a war, a racial reckoning, political turmoil and a major cost of living crisis to the mix. Then add personal challenges like break ups, illness, best friend’s moving away, children growing up and leaving and moving house. Every employee, leader or graduate walks into the office (figuratively or literally) with an array of things they cannot control weighing heavy on their shoulders and their hearts. There is an opportunity at work, a chance for control… in a professionally compassionate environment.
As employers and leaders it is important that every rank of the hierarchy is provided autonomy within the scope of their R&Rs. On the other side of the same coin, every member of the team must feel supported. And there in lies the aforementioned nuance and compassion. In the face of power plays, ultimatums and staunch boundary setting, ask yourself ‘how can we connect better here?’. When people succeed on an individual level the team wins because it never happens in isolation. Self-esteems grow, sickness decreases and results improve. Win, win.
In my own career I’ve only taken one (transparent) mental health day off work. It was when both me and my employers broke my own boundary. I was equally complicit in allowing it to happen. I didn’t want to let anyone down and I knew that the person asking really needed my support at that time. What would I have done differently? I would have tackled the whole situation with more nuance and compassion. Me not going on that trip does not mean I am not supportive. Instead I could have said “I want to support you during this difficult period. Here is what I can do… (1,2,3). To honour my own wellbeing I can’t do X, but I would love to help find a solution and work with another team member to ensure the project is seen through to completion at a high standard.”
If you are a leader, a manager or a junior and you feel confused about where boundaries lie and what the rules are at work in terms of mental health then here is my suggestion. Approach mental health at work with nuance and compassion. There is not a one size fits all answer. But with some nuance and compassion we can make our collective work lives more empowering and fulfilling. Health is wealth and is the foundation of sustainable success.
Your mental health
If you are struggling with how to maintain your own mental health in the context of your career, consider joining The A Club where we support one another through community and learn human skills and practical skills that will help you to manage your overall wellbeing to achieve sustainable success.
Your team’s mental health
If you are unsure how to navigate the topic or to truly support your team when it comes to mental wellbeing then let’s chat. The Actualisation Academy is a Stress Management Learning & Development company that works with leadership and employees to find bespoke solutions. We teach through workshops and coaching how to create harmonious relationships with work that sustain one’s ambition and wellbeing.
