US research
Improve ways of working
To improve ways of working, organizations must focus on avoiding/addressing burnout, encouraging autonomy/meaning and providing opportunities for growth.
Within each area, we have compiled evidence-based strategies that can be effective in building a supportive workplace for mental wellbeing. The strategies below are supported by evidence from an in-depth literature review and a series of focus group discussions with employers and employees. In addition, we provide real examples from workplaces where these strategies have been adopted to create innovative programs that improve mental health.
Avoid and address burnout
These strategies focus on preventing or reducing workplace fatigue and avoiding workaholism.
• Advocate for sustainable workloads
Why it is important
Unsustainable workloads have been cited as a risk factor for poor mental health in the workplace. People with high workloads experience higher rates of stress, leading to more negative mental and physical health outcomes.1 It is also noted that in the US, the CDC reports that happier and healthier employees are more productive and engaged.2 In addition, a study conducted by the World Economic Forum found that task uncertainty is a predictor of unsustainable workloads, bringing attention to the need for improved management and communication. Focus group participants confirmed that high intensity workloads contribute to poor mental health. Employee participants explained that they often feel that taking days off does not help to alleviate their stress in the workplace because their workload remains the same when they return to work.3
See it in action
Deloitte, a global professional services firm, has created a set of tailored resources that touch on work-life integration, building resilience, mental health and coping with the covid-19 pandemic. The work-life integration section specifically focuses on integrating mental health, workload and life responsibilities by emphasizing the importance of mental health on work performance. The integration of these three enables employees to be able to address their mental health concerns whether they are work-related or life-related because both will impact their performance at work.Through this program, Deloitte hopes to increase their employees' access to mental health resources and encourage them to put their mental health first.4
References
Hernandez R, Pyatak EA, Vigen CLP, et al. Understanding worker well-being relative to high-workload and recovery activities across a whole day: Pilot testing an ecological momentary assessment technique. International Journal of Environmental Research and Public Health [Internet]. 2021; 18(19).
National Center for Chronic Disease Prevention and Health Promotion. Increase productivity [Internet]. CDC. Available from: https://www.cdc.gov/workplacehealthpromotion/model/control-costs/benefits/productivity.html
Avgoustaki A. 2022. How to manage work intensity and build a sustainable workplace [Internet]. Switzerland: World Economic Forum. Available from: https://www.weforum.org/agenda/2022/02/how-to-manage-work-intensity-build-sustainable-workplace)
Deloitte. Empowering our wellbeing [Internet]. US: Deloitte LLC. Available from: https://www2.deloitte.com/us/en/pages/about-deloitte/articles/inclusion-work-life-fit.html
• Discourage workaholism
Why it is important
Discouraging workaholism is necessary for improving mental health in the workplace. Workers with higher workloads experience higher rates of stress, which negatively impacts their mental health outcomes.1 In addition, workaholism has been associated with increased rates of depression and anxiety.2 Discouraging workaholism through interventions that focus on work output as opposed to focusing on hours spent working can prevent burnout and improve productivity.3
See it in action
Tufts University rolled out a “Work Limitations Questionnaire” that assesses levels of employee burnout. This questionnaire allows leadership to pinpoint individuals who report high levels of stress and burnout, connect with them and find ways to strategize towards a manageable workload.4 By visualizing the levels of stress and burnout, leadership will be able to develop an action plan in terms of managing their workload in order to reduce “workaholic” tendencies to get everything within an unmanageable workload done.
References
Hernandez R, Pyatak EA, Vigen CLP, et al. Understanding Worker Well-Being Relative to High-Workload and Recovery Activities across a Whole Day: Pilot Testing an Ecological Momentary Assessment Technique. International Journal of Environmental Research and Public Health [Internet]. 2021; 18(19).
Clark M, Michel J, Zhdanova L, et al. 201). All work and no play? A meta-analytic examination of the correlates and outcomes of workaholism. Journal of Management. 0149206314522301. 10.1177/0149206314522301.
Clausen T, Pedersen LRM, Andersen MF, et al. Job autonomy and psychological well-being: A linear or a non-linear association? European Journal of Work and Organizational Psychology. 2021:1-11.
Rawe J. Workplace mental health: 5 ways to support employee wellness [Internet]. Available from: https://www.understood.org/en/articles/workplace-mental-health-5-ways-to-support-employee-wellness
• Create flexible work practices
Why it is important
The American Psychological Association’s survey to assess workplace mental health showed that 34% of employees believe flexible hours help their mental health.1 Additionally, a 2021 Gallup poll also found that 54% of employees that work remotely say that they enjoy dividing time between home and office and 37% say they want to keep working from home full time.2 This was also confirmed in focus group discussions, when participants explained that even during remote work arrangements, there is a need to prove how hard they are working which comes from the stress of leadership not being used to a remote working environment. There is a call to shift towards interventions that focus on work output, rather than hours spent working or adhering to strict schedules.
flexible hours help their
mental health.1
These interventions have had some success in preventing burnout and improving productivity.3 Additionally, the flexibility of hybrid and virtual work offers employees support in their external responsibilities.1
See it in action
Salesforce, a cloud-based technology company, has introduced an initiative called “Focus Time.” Focus time is a stress management program that allows employees to prioritize wellbeing through various initiatives such as no-meeting Fridays, asynchronous weeks and specific time to focus on work by blocking schedules. The Chief People Officer of Salesforce explains that their goal with these innovation programs is to “help employees find their joy” and manage challenges like burnout.4
References
Allen T, Cunningham C, Fisher G, et al. Develop programs and policies that support employee mental health2022. Available from: https://www.apa.org/topics/healthy-workplaces/mental-health/develop-programs.
Saad L, Wigert B. Remote Work Persisting and Trending Permanent2021. Available from: https://news.gallup.com/poll/355907/remote-work-persisting-trending-permanent.aspx.
Clausen T, Pedersen LRM, Andersen MF, et al. Job autonomy and psychological well-being: A linear or a non-linear association? European Journal of Work and Organizational Psychology. 2021:1-11.
Hyder B. 2022. Why Salesforce’s Chief People Officer takes mental health so seriously. Available from: https://www.salesforce.com/news/stories/salesforce-employee-mental-health/#:~:text=And%20we%20encourage%20employees%20to,memberships%2C%20massages%20or%20cooking%20courses.
Encourage autonomy and meaning
These strategies are designed to improve employees' sense of ownership of the work they are doing, ensure work feels worthwhile and focus on outcome-first approaches to completing work assignments.
• Focus on work output
Why it is important
Shifting the focus on work outputs as opposed to hours working is identified as an important strategy for improving workplace mental health. Outcome-focused ways of working create autonomy and agency in the workplace to ensure that employees feel ownership and control of their work and schedules.1 Having autonomy or agency in the workplace is positively associated with mental wellbeing.2
See it in action
At Netflix, a media streaming service, there are no official work hours. Instead, the company measures the amount of work completed. This is one example of an outcome-focused workplace strategy where employees are expected to complete work assignments but are not required to be in the office at a set time. In addition, the company encourages employees at all levels to take time off for personal obligations.3
References
Littlefield C. 10 Creative Ways Organizations Are Supporting The Mental Health Of Remote Employees [Internet]. Forbes. Available from: https://www.forbes.com/sites/christopherlittlefield/2021/02/23/10-creative-ways-organizations-are-supporting-the-mental-health-of-remote-employees/?sh=1a9cbdf7f142.
Clausen T, Pedersen LRM, Andersen MF, et al. Job autonomy and psychological well-being: A linear or a non-linear association? European Journal of Work and Organizational Psychology. 2021:1-11.
Paljug K. 2022. 16 cool job perks that keep employees happy [Internet]. Business News Daily. Available from: https://www.businessnewsdaily.com/5134-cool-job-benefits.html
• Ensure work is meaningful
Why it is important
Ensuring work is meaningful is identified as a means of improving workplace mental health. Evidence suggests that employees feel increased self-esteem and self-efficacy when they feel like the work they are doing is meaningful.1 This can positively impact mental health outcomes and job retention because employees are more intrinsically motivated to complete their work. In focus group discussions, participants reported that employers can do more to increase morale by recognizing employee successes and ensuring that employees feel connected to their work.
See it in action
Zappos, an online retailer and subsidiary of Amazon, created a series of peer-to-peer programs for recognizing employee accomplishments. One example, called the Coworker bonus program, allows employees to reward their peers for outstanding work and support with a monetary bonus. Each employee is able to award one bonus per month.2,3
References
LaMontagne AD, Martin A, Page KM, et al. Workplace mental health: developing an integrated intervention approach. BMC Psychiatry. 2014;14:131.
Recognize. Companies with the best employee recognition programs [Internet]. Available from: https://recognizeapp.com/cms/articles/companies-with-the-best-employee-recognition-programs
Build It: The Rebel Playbook for Employee Engagement. Zappos: Putting playfulness into recognition [Internet]. Available from: https://www.rebelplaybook.com/bonus-plays/unique-employee-recognition-ideas-zappos
• Provide opportunities to use skills and be creative
Why it is important
Providing opportunities for employees to use skills and be creative allows for increased self-esteem and self-efficacy. It is clear that there is a link between productivity, investment in work and being able to use skills and be creative when completing work. These efforts can positively impact mental health outcomes and job retention.1
See it in action
Boston Consulting Group, a global management consulting firm, introduced an initiative called FlexTime which provides an opportunity for employees to enter into part-time arrangements and accrue tenure at a faster rate. In the past, employees would spend their part-time hours doing work for clients, leaving no time to attend training, events and gatherings. With FlexTime, they spend fewer hours with clients, giving them time to meet their individual needs and career ambitions. The program also provides employees access to a large selection of experiences allowing them to further their personal and professional development. These include working abroad, working in business support roles, taking courses leading to advanced degrees and building digital skills by rotating through subsidiaries or changing trajectories.2,3
References
LaMontagne AD, Martin A, Page KM, et al. Workplace mental health: developing an integrated intervention approach. BMC Psychiatry. 2014;14:131.
Boston Consulting Group. BCG employee benefits [Internet]. Available from: https://careers.bcg.com/employee-benefits
Build It: The Rebel Playbook for Employee Engagement. Boston Consulting Group: Creating flexibility to support diversity [Internet]. Available from: https://www.rebelplaybook.com/bonus-plays/creating-flexibility-to-support-diversity-boston-consulting-group
Provide opportunities for growth
These strategies are designed to provide opportunities for professional growth and career development.
• Offer professional growth opportunities
Why it is important
Workplace mental health is inherently connected to the human resources concept of workforce engagement. Successful workforce engagement requires including employee perspectives on productivity, individual agency and opportunities for personal and professional growth, meaning and peer engagement. According to the American Psychological Association, the lack of opportunity for advancement was commonly reported as a key workplace stressor. Employees are more likely to contribute positively to the workplace and feel more physically and mentally healthy overall, when they feel that they are thriving at work.1
See it in action
AT&T, a multinational telecommunications company, offers professional development opportunities through AT&T University, an “executive-led” development program. Employees can enroll in “nanodegree” programs through the university to learn relevant web and tech concepts that can be useful in day-to-day operations.2,3
References
American Psychological Association (APA). Workers appreciate and seek mental health support in the workplace [Internet]. US: APA. Available from: https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support
Thottam I. 8 companies with awesome training and development programs [Internet]. Monster. Available from: https://www.monster.com/career-advice/article/companies-with-awesome-training-development-programs
AT&T. Life at AT&T. Available from: https://www.att.jobs/life-at-att
• Encourage goal-setting
Why it is important
In focus group discussions, both employee and employer participants recognized that there is a consistent lack of clear pathways for career development and growth. This impacts employees’ abilities to set goals. Without goal-setting, engagement, motivation and mental wellness in the workplace can be impacted. Focus group participants also noted that when opportunities for professional development or training are available, employees sometimes feel that they do not have time to use them, given the nature of how they are scheduled and delivered.
See it in action
At American Express, a multinational financial services company, the Actionable Coaching for Career Advancement program provides employees with a coaching service for career advancement. These coaches empower employees by counseling them on what they need to be doing for that next step up in their careers.1
References
American Express. Life at American Express: Winning as a team by backing each other [Internet]. Available from: https://www.americanexpress.com/en-us/careers/about-teamamex/
Reports and downloads
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Through an in-depth literature review and market insights, we have gathered real-world examples that demonstrate how global workplace mental health policies can be effectively tailored to meet local needs. These examples show how several multinational corporations (MNCs) have developed comprehensive, yet, contextually and culturally relevant approaches to employee mental health and well-being.
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Prevention of mental health concerns and support for those that have them are key
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Supporting employees in the workplace and beyond is necessary for improving mental health outcomes
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