A recent study by Great Place to Work has revealed that only 53% of employees across Europe work in psychologically healthy environments. This statistic highlights a growing concern about the mental health and wellbeing of workers, especially in the aftermath of the pandemic and the ongoing economic challenges. While certain regions and sectors are making strides in fostering supportive workplaces, others still have significant gaps to fill.
Why Psychological Safety is More Than Just a Buzzword
Psychological safety is not just a trendy term; it’s a critical factor in employee performance and wellbeing. It refers to an environment where individuals feel safe to speak up, share ideas, and express concerns without fear of judgement or retaliation. This safety is essential for fostering creativity, collaboration, and problem-solving in teams. Employees who feel psychologically supported are more likely to contribute actively to their teams, enhancing productivity and innovation.
The impact of psychological safety on performance is well-documented. Studies show that teams with high psychological safety have higher engagement levels and deliver better results. In addition, employees are less likely to experience stress and burnout, leading to improved job satisfaction and retention. When leaders actively promote psychological support at work, it creates a positive cycle that benefits both employees and the organisation as a whole.
The Hidden Costs of Feeling Unsupported at Work
The findings from the Great Place to Work survey reveal the severe consequences of a lack of psychological support in the workplace. Employees who don’t feel supported often face a range of negative outcomes. These can include increased stress levels, lower productivity, and disengagement. When workers don’t feel comfortable discussing their mental health, it can lead to serious long-term effects such as burnout, depression, and anxiety.
Here are some ways feeling unsupported at work can impact your organisation:
Mental Health Strain
When employees feel unsupported at work, their mental health often suffers. Stress, anxiety, and burnout become common, with employees struggling to cope. According to the Great Place to Work survey, employees in psychologically unhealthy environments are at a higher risk of experiencing mental health issues. This strain can lead to increased absenteeism, higher healthcare costs, and long-term psychological challenges that affect both personal and professional lives.
Reduced Productivity
Lack of psychological support directly impacts productivity. Workers who feel unsupported are less engaged and less motivated, which leads to lower overall output. In fact, the survey found that disengaged employees in unsupportive environments are significantly less productive. This lack of motivation can also spread throughout teams, causing a broader decline in performance across departments.
Employee Disengagement
Psychologically unhealthy work environments can cause employees to disengage from their roles. Employees who do not feel supported may become emotionally detached from their tasks and the company. The study revealed that employees in psychologically supportive environments are 6 times more likely to stay with their employer long-term, indicating that poor psychological health is a key driver of turnover and disengagement.
High Turnover and Recruitment Costs
Feeling unsupported at work can result in higher turnover rates. When employees feel disconnected or unsupported, they’re more likely to leave, which increases recruitment and training costs. The loss of experienced employees puts additional strain on HR departments, as the process of hiring and training new staff is both time-consuming and expensive.
Damage to Company Culture
The lack of psychological support at work can erode company culture. When employees feel unsupported, trust within teams diminishes, and collaboration suffers. A decline in morale often leads to a toxic work environment, where negativity and distrust can spread. The survey data suggests that psychological health is closely linked to positive workplace culture, which is essential for both employee satisfaction and long-term success.
What Leaders Can Do to Build a Culture of Psychological Support
Leaders play a pivotal role in shaping workplace culture. By creating an environment where psychological health is a priority, they can foster an atmosphere where employees feel supported and engaged. Leaders should lead by example, showing openness, empathy, and an active commitment to mental health.
Here are actionable steps they can take:
Promote Open Communication
Encouraging an open dialogue about mental health helps break down the stigma. Leaders should create spaces where employees feel comfortable discussing their challenges. An open-door policy for mental health concerns can build trust and make employees feel heard.
Prioritise Employee Wellbeing
Leaders should actively promote work-life balance, set realistic expectations, and encourage taking time off when needed. Studies show that when leaders prioritise employee wellbeing, employees feel valued and more connected to the company.
Offer Mental Health Resources
Providing access to Employee Assistance Programs (EAPs) or mental health workshops shows a commitment to employee wellbeing. Training managers to recognise the signs of stress or burnout ensures early intervention before issues escalate.
Foster Inclusivity and Flexibility
Leaders should focus on creating an inclusive environment where all employees feel safe to express themselves. Flexibility in work hours or location can also reduce stress and increase productivity, especially for employees with caregiving responsibilities or personal challenges.
What Employees Can Do to Support Their Own Mental Health
Employees also have an important role in maintaining their mental health at work. Being proactive and aware of their needs helps them to stay balanced and resilient. Here are ways employees can support their mental health and create a more supportive environment:
Self-Awareness and Reflection
Employees should monitor their stress levels and recognise when mental health challenges arise. Being aware of personal limits and understanding what causes stress can help employees manage their wellbeing more effectively.
Communicate Needs Clearly
If workloads become overwhelming or personal challenges arise, employees should feel empowered to speak up. Clear communication with leaders or HR ensures that necessary adjustments can be made to maintain mental health and productivity.
Utilise Available Resources
If mental health support programs are available, employees should make use of them. Whether it’s EAPs, counselling services, or stress management workshops, these resources provide tools for managing mental health and improving resilience.
Support Colleagues and Build Community
Encouraging a culture of empathy and support among colleagues strengthens workplace relationships. Simple acts of checking in or offering help can create a supportive environment where mental health challenges are openly discussed and managed.
Wellity Training Support
Here at Wellity, we offer a range of leadership and employee training sessions on psychological safety.
Psychological Safety: Building Trust in Your Teams
This session delves into real-life examples, showcasing the benefits of psychological safety in contrast to its absence. Participants will learn practical strategies for effective communication, to nurture respectful dialogue and feedback and encouraging employees to take interpersonal risks.
Objectives:
- Understand the critical role of psychological safety in promoting teamwork, innovation, and productivity.
- Identify behaviours that nurture or hinder psychological safety within the team.
- Implement strategies to encourage open communication, constructive feedback, and diverse perspectives.
- Strengthen trust among team members, leading to improved collaboration and engagement.
Psychological Safety: The Secret to High Performance
In this powerful session, we delve into the neuroscience of high-achievers and the characteristics of high-performing work cultures, and why sustainable success demands team psychological safety.
Objectives:
- Understand the neuroscience of high-achievers and its implications for performance.
- Identify the characteristics of high-performing work cultures and their impact on sustainable success.
- Recognise the significance of psychological safety and its role in fostering growth and innovation,
- Implement practical strategies to cultivate psychological safety, boost self-belief, and enhance authentic connections.
For further information on these sessions, contact our team.
