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Workplace Wellness

Do you Love or Hate your Job?

Feeling the Sunday Scaries is the worse. Did you know, 70% of those currently employed are searching for other jobs.

  • Less than one-third of Americans are happy with their work.
  • Half of the workforce is “checked-out.”
  • Eighteen percent are unhappy with their current position with some even sabotaging the success of their workplace.

An unhappy or unhealthy work environment is bad for a business’ bottom line and bad for employees.

Studies have shown being unhappy with or unfulfilled by work can take a toll on our health, relationships, and even lifespan. Those in unhealthy work environments tend to gain more weight, have more healthcare appointments, and have higher rates of absenteeism. Stress from work can also impact their family life, mental health, and even increase risks for chronic illnesses and heart attacks.

So what separates the few who are excited about their work from the majority of Americans? While there are some differences among age groups and types of employment, a healthy work environment is key to job satisfaction. The happiest employees tend to include interpersonal relationships, commitment to the organization, and a sense of meaning or purpose among the parts of their job with which they are most satisfied. Conversely, those leaving their jobs tend to cite lack of respect, teamwork, and potential for growth among top reasons for quitting.


Workplace Mental Health Research

With support from the Faas Foundation, Mental Health America (MHA) embarked on a two-year research project on workplace mental health with the launch of the Work Health Survey in 2015. In 2018, MHA analyzed over 17,000 employee surveys across 19 industries in the United States and published the first-ever Workplace Wellness Report: Mind the Workplace 2018.

Since then, MHA has released the second edition of the Workplace Wellness Report: Mind the Workplace 2019. In 2019, The Workplace Health Survey measured the attitudes and perceptions of nearly 10,000 employees in the US. Survey questions were designed to collect data on company culture, workplace stress, employee engagement, and managerial style. Survey findings explored the relationships between managerial style, workplace health and employee engagement, concepts that have, in recent years, become more measurable, and indicative of workplace stress levels and overall mental health.

Mental Health America (MHA) recognizes the psychological impact that workplaces can have on their employees. Millions of employees spend a large part of their day, and lifetime, at work, increasing the effect that workplace environments can have on psychological well-being. MHA’s research is part of an ongoing commitment to uncovering workplace disparities and addressing the psychological needs of the workforce.


General Information about Workplace Mental Health


Do More in Your Company


How does your workplace measure up for mental health?

Top 5 Reasons for Happy Employees

Top 5 Reasons for Leaving Job

  1. Relationship with co-workers
  2. Contribution of work to organization’s business goals
  3. Meaningfulness of the job
  4. Opportunities to use skills/abilities
  5. Relationship with immediate supervisor
  1. Minimal wage growth
  2. Lack of opportunity to advance
  3. Excessive overtime hours
  4. A work environment that does not encourage teamwork
  5. A boss that doesn’t allow you to work flexibly


10 Ways Organizations Can Create a Mentally Healthier Workplace

A healthy workplace is one where individuals feel valued and supported, provides a positive workspace, and shows respect for other aspects of a person’s life. If you’re uncertain as to whether your workplace is on the path to wellness, the signs below may provide some helpful tips:


 

  1. Productive Atmosphere
    Clean, functional and well-lit space. Good working relationship with all staff. Employees feel respected, appreciated, incentivized, and rewarded. Signs of intimidation, bullying, sexual harassment, and fear are absent.

  2. Livable wage
    Providing a livable wage encourages a committed and sustained workforce.

  3. Reasonable accommodation
    Employers and employees have to work collaboratively to identify reasonable accommodations (not special treatment) in the workplace for physical as well as mental disabilities. From changing physical work space and schedule to the use of interpreters or technologically adapted equipment, it can run the gamut.

  4. Health, Wellness, & Environment
    Provide a comprehensive health insurance plan including smoking-cessation, weight-loss, and substance abuse programs.

  5. Open Communication
    Keep the communication process transparent. Creating an environment of open communication contributes to a more energetic and productive workforce where all employees can feel invested in the company.

  6. Employee Accountability
    It takes two to make a healthy workplace. Employees have to come with a "can-do" attitude and be willing to support each other as well as management.

  7. Management Accountability
    Allow employees to provide work-related feedback to their supervisors. It can be anonymous to avoid the possibility of negative repercussions.

  8. Work/Life Balance
    We now live in a world where technology is available to keep us connected to work around the clock. Work options such as flexible scheduling, hoteling (reservation-based unassigned seating) or telecommuting ought to be implemented if applicable.

  9. Clear & Positive Values
    Be transparent and definitive about what the organization stands for. People in as well as outside of the company should have a good understanding of this.

  10. Fitness
    Offer a gym membership, fitness class or even just an exercise space that encourages employees to become physically active and stay fit. If possible, incentivize employees to access such services


Other Resources


MHA Screening is made possible through the generous contributions of individuals and organizations that share our vision of a healthy America. This portion of our campaign is supported through philanthropic contributions from The Faas Foundation.