19% Of Workers Feel “Miserable” At Work
The psychological well-being of employees is not just a luxury—it’s a necessity. With such a high percentage of people feeling this way at work, things need to change, so we can reduce this number.
But how exactly does mental health intersect with financial performance at the workplace? Through an engaging case study, I will demonstrate to you the relationship between workplace wellness and financial prosperity, two necessities in today’s saturated digital world.
More so, I’ve gathered real-life strategies that have successfully improved employee wellness, leading to enhanced productivity, satisfaction, and ultimately, a healthier bottom line. Join me and the wellness team, so we can foster a thriving work environment, where psychological well-being matters.
Psychological Well-being Is First!
Research indicates that employees’ psychological well-being is directly linked to their performance, engagement, and satisfaction at work.
*Research by the “World Health Organization” found that for every $1 invested in scaling up treatment for common mental disorders, there is a return of $4 in improved health and productivity.
Thus, this underscores the economic case for investing in mental health initiatives as part of comprehensive workplace wellness programs.
Case Study
A multinational corporation, recognizing the link between employee wellness and financial performance, launched a comprehensive mental health program. Further, the initiative included access to counseling services, stress management workshops, and financial planning assistance. That being said, both psychological and financial wellness needs are addressed.
Outcomes…
- There was a notable increase in productivity, with a 25% reduction in absenteeism and a 35% decrease in being “present.”
- Employee satisfaction surveys showed a 40% improvement in job satisfaction rates, correlating with enhanced loyalty and reduced turnover.
- The company reported a 15% increase in financial performance metrics, attributed to improved employee efficiency and retention.
Strong Strategies
In short, organizations should adopt these three in-house techniques to improve psychological well-being and financial wellness at work:
i) Comprehensive Wellness Programs
Implement programs that address both mental and financial health, providing resources for stress management, financial planning, and mental health support.
ii) Foster a Supportive Culture
Cultivate an environment that encourages open dialogue about mental health and financial concerns, reducing stigma and fostering a sense of community.
iii) Training & Development
Offer training for managers to recognize signs of mental distress and financial stress, equipping them to provide appropriate support and referrals.
Questions, Comments, Concerns?
So, how’s your work environment?
Do you feel appreciated at work?
Share your thoughts, questions, or concerns in the comments below, and if you or a loved one is struggling with mental health issues, please feel free to reach out too.
