Nearly every job involves some degree of stress, but
there's cause for concern when an individual's overall
quality of life deteriorates. If workplace stress was an
issue before the pandemic, COVID-19 has certainly
exacerbated it. Issues pertaining to finances, employment,
health, and personal grief are new realities for millions of
working individuals at one time. These challenges are from
where most workplace pandemic anxiety stems from.
Additionally, many find remote work disorienting, while the
risk of exposure to coronavirus and its variants amidst
office reopenings is a deterrent to others.
While the experience of living through a global pandemic
feels isolating, research shows that most people share
similar COVID-related struggle. Prior to the pandemic, the
Centers for Disease Control and Prevention (CDC) reported
that more than 44 million American adults
reported having
a mental illness in 2016. Additionally, 71% of adults
detailed symptoms of stress, such as headaches or feeling
anxious. Now, the CDC reports that the pandemic has
caused a spike in rates of anxiety and depression among
American adults. People are exhausted by the amount of
change that the past 15 months has ushered, mentally
and emotionally, and individuals find themselves
overwhelmed and burnt out. Consequently, these feelings
seep into professional life. Workplace wellness is important
because turmoil at the office leads to misunderstandings
among colleagues, poor work performance, issues at
home, and adverse health effects overall. Furthermore,
the consequences of untreated mental illness leave
suffering individuals at greater risk of heart attack or
stroke, diabetes, insomnia, depression, and suicide.
Workplace wellness, also known as corporate wellbeing, is
an essential part of office culture. The Global Wellness
Institute defines workplace wellness as, "Any workplace
health promotion activity or organizational policy designed
to support healthy behavior among employees and to
improve health outcomes." There is a surmounting well of
evidence that showcases how wellness bolsters both
productivity and company morale, and that the workplace
holds the potential to be a vital source of health
interventions tailored toward adults. Not only do
workplace wellness programs help identify those who are
at risk and connect them to treatment and support, but
employers are capable of reducing health care costs for
their businesses and their employees by implementing
such measures.
There are many signs that suggest an employee is
struggling with mental health, including physical and non-
physical indicators. Sensations that one may feel
throughout the body include chest pains, headaches, tight
muscles, digestive upset, insomnia, and getting sick with
cold or flu often. Mental and emotional signs of stress
include frustration, guilt, irritability, anxiety, poor
memory, and racing thoughts. Employers might also
notice changes in an employee's work habits, physical
appearance, and demeanor, along with increased
absenteeism, tardiness, outbursts, and mood swings.
Naturally, individuals may notice these signs within
themselves and know that something is wrong. However,
a significant number of those who report suffering from
moderate to severe depression go without seeking help or
treatment.
It's not uncommon for employees to hide their mental
illness at work, due to the fear of losing their job, even
when said mental illness negatively impacts their
performance and reflects poorly on their image. Over the
past several years, the importance of the "mental health
day" has been popularized. Employers themselves
acknowledge the importance of their team's physical and
mental health, as a business cannot run smoothly without
robust employees. However, as a result of persisting
stigmas, few people feel safe admitting that they suffer
from mental struggles and emotional dysregulation and
need time off. In fact, most people are conditioned to go
into work even when they are physically ill, so taking a
day off for mental illness is out of the question. Therefore,
it's crucial that workplaces accommodate mental health
needs. Without overstepping, there are steps employers
may take to ensure that their professional sphere is
healthy and at optimum function. Additionally, employees
may advocate for themselves and the health of their
colleagues.
Due to the variable nature of the COVID-19 virus and
guidelines to mitigate it, employers might find it necessary
to adjust sick-leave policies to accommodate the time it
takes to quarantine and recover from the virus itself
(requiring from weeks to months
). In conjunction with a
revised sick-leave policy, employees might also benefit
from employee assistance programs (EAP) that offer
professional counselling services and stress management.
Employers must make it known that their workplace
supports speaking up about mental health and wellness
and the struggles that they entail. While education
surrounding mental illness has led to more understanding
and weakened its taboo, stigma still silences those who
need help. Finally, employers may utilize employee
assistance professionals to learn more about mental health
and how to build support, that includes confidentiality and
is free of judgment, within the workplace.
How do employees cope when resources aren't readily
available to them, and there is no indication that they will
be provided? The American Psychological Association
(APA) offers some guidance to employees who face work-
related tension. Advice from the APA includes journaling
instances of stress and one's responses to triggers,
developing healthy coping mechanisms (such as physical
activity as opposed to alcohol or comfort eating), making
time for friends and family, and establishing work-life
boundaries. Furthermore, people at work are encouraged
to open a dialog with their supervisors if they are able.
This conversation paves the way for resources and
accommodations to be introduced to the entire workplace.
While it may seem like poor performance, changes in
worker output are often due to mental health deficits.
Employees who are more at risk of suffering depression
and anxiety include those diagnosed with psychiatric
disorders before the pandemic, people who have lost loved
ones due to COVID-19, people who faced job insecurity at
the start of the pandemic, and those who are survivors of
the coronavirus themselves. Studies show that people who
have had COVID-19 face an increased risk of mental
disorders and other changes in the brain. Social isolation
and long-lasting uncertainty further contribute to many
individuals' dwindling mental health.
Speaking with Self, Stephen W. Smith, mental health
expert, states, "We need to accept that mental illness, like
any other chronic illness, will become debilitating if it is
left unaddressed. To pretend that it will not impact the
workplace is an exercise in futility. To ignore the
symptoms will only lead to more self-destructive behaviors
and ultimately to a greater downturn in workplace
productivity."
Work is just as much a part of life as any activity outside
of it, so it's important that those within the workforce
maintain their physical and mental health. While the past
year and a half presented the population with an
onslaught of unique challenges, prioritizing psychological
well-being attenuates individual suffering and circumvents
negative health consequences in the long term.
Here are a few article resources that provide helpful tips
for navigating the post-COVID workforce for employees
and employers:
● Cleveland Clinic
● Wexner Medical Center (Ohio State University)
● Travelers
● Center for Workplace Mental Health
● SHRM
PAGE 05 July Issue 2021