The Value of a Psychologically Healthy Workplace: Insights from a Mental Health in the Workplace Webinar

Host: Amy Morin, LCSW

Summary:

The quality of a workplace environment profoundly influences an individual's emotional, psychological, and physical well-being. A negative work environment can lead to various health issues, including depression, anxiety, and substance abuse.

Poor mental health among employees also has economic consequences for companies and organizations. The World Health Organization (WHO) estimates that five of the 10 leading causes of disability worldwide relate to mental health. The estimated global economic cost of lost productivity due to mental health issues is approximately US $1 trillion per year.

In contrast, a positive workplace environment can promote employee well-being, increase productivity, and reduce absenteeism. It can also lead to economic gains for the company or organization.

The Vitamin Model for Mental Health

The Vitamin Model for Mental Health helps us understand how environmental factors affect well-being. Just as vitamins impact physical health, the model suggests that certain psychological features of the environment ("environmental vitamins") are essential for well-being, but their effects vary based on their level.

Characteristics of a Healthy Workplace

Research has identified 12 characteristics of a healthy workplace environment that correlate with employee and organizational well-being:

1. Opportunity for Personal Control and Decision-Making: Employees have a say in decisions affecting their work and can influence their job design and schedule.

2. Opportunities for Skill Use, Development, and Acquisition: Employees are challenged and have opportunities to learn new skills, develop existing ones, and grow professionally.

3. Externally Generated Goals and Tasks: Work is meaningful and has clear objectives, providing employees with a sense of purpose and direction.

4. Variety in Job Content and Location: Employees have the opportunity to work on various tasks and in different locations, preventing monotony and boredom.

5. Environmental Clarity, Role Clarity, Task Feedback, and Low Future Ambiguity: Employees understand their roles and responsibilities, receive regular feedback on their performance, and have a clear understanding of their career prospects.

6. Social Support, Quality, and Quantity of Social Interactions: Employees feel supported by their colleagues, managers, and the organization, fostering a sense of belonging and teamwork.

7. Availability of Money and Resources: Employees have access to the financial and material resources they need to perform their jobs effectively.

8. Physical Security and Safe Working Conditions: Employees work in a safe and secure environment, free from physical hazards and violence.

9. Valued Social Position and Meaningful Work: Employees feel their work is valued by the organization and society and contributes to a larger purpose.

10. Supportive Supervision and Leadership: Managers provide encouragement, guidance, and support to employees, creating a positive work environment.

11. Career Outlook and Opportunities for Advancement or Role Shifts: Employees see opportunities for career growth and development within the organization.

12. Equity and Justice Within the Organization and its Relations with Society: Employees perceive fairness and justice in the workplace and the organization's dealings with external stakeholders.

Additional Components of a Healthy Workplace

Beyond the 12 characteristics outlined in the Vitamin Model, other components have been linked to employee and organizational well-being:

• Addressing Mental Health Stigma and Providing Necessary Support and Resources: Organizations actively combat mental health stigma and provide employees with access to counseling, therapy, and other support services.

• Employee Involvement in Decision-Making and Increased Job Autonomy: Employees have a say in decision-making processes that affect their work and are given more control over their jobs.

• Flexible Work Scheduling and Benefits to Help Manage Work-Life Demands: Organizations offer flexible work arrangements, such as flexible hours, telecommuting, and paid time off, to help employees balance work and personal life.

• Growth and Development Opportunities, Such as Continuing Education and Leadership Development: Organizations provide opportunities for employees to learn and grow professionally, including training programs, workshops, and conferences.

• Wellness Programs Focusing on Physical and Mental Health, Including Stress Management, Weight Loss, and Smoking Cessation: Organizations offer programs that promote employee health and well-being, including stress management workshops, weight loss programs, and smoking cessation programs.

• Employee Recognition and Rewards, Monetary and Non-Monetary: Organizations recognize and reward employee achievements and contributions, fostering a sense of appreciation and motivation.

Psychological Safety and Strength-Based Organizations

Psychologist Dr. Jacinta Jiménez defines psychological safety as a climate where individuals can express themselves and feel respected and included, particularly important within teams. Teams lacking psychological safety experience lower motivation, morale, creativity, and innovation.

Employees in strength-based organizations tend to have longer tenures, higher engagement levels, quicker learning curves, and produce higher-quality work.

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