Do you love or hate your job?
The answer to this question largely depends on how the work environment affects your mental health. 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. An unhappy or unhealthy work environment is bad for employees and the productivity of the business.

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.
Risks to mental health in the workplace may be related to job content, such as unsuitable tasks for the person’s competencies or a high and unrelenting workload. Some jobs may carry a higher personal risk than others (e.g. first responders and humanitarian workers), which can have an impact on mental health and be a cause of symptoms of mental disorders, or lead to harmful use of alcohol or psychoactive drugs.

Risk may be increased in situations where there is a lack of team cohesion or social support.
Bullying and psychological harassment (also known as “mobbing”) are commonly reported causes of work-related stress by workers and present risks to the health of workers. They are associated with both psychological and physical problems. These health consequences can have costs for employers in terms of reduced productivity and increased staff turnover. They can also have a negative impact on family and social interactions.

So, how can a healthy work environment be created and fostered?
Interventions and good practices that protect and promote mental health in the workplace include:

• implementation and enforcement of health and safety policies and practices, including identification of distress, harmful use of psychoactive substances and illness and providing resources to manage them;
  

• informing staff that support is available;
  

• involving employees in decision-making, conveying a feeling of control and participation;

• organizational practices that support a healthy work-life balance;
  programmes for career development of employees; and
• recognizing and rewarding the contribution of employees.

“One of the best ways to create a culture that supports mental health is to ensure people experience their jobs in a meaningful and purposeful way. This can be achieved by giving employees autonomy and resources. If your team experiences support and independence, and that you trust them to do what they ought to do, they will generally be happier at work, which will reduce the risk of mental health problems. It’s also important that managers do not check out from their employees. People need guidance and direction from a leader so the worst thing you can do is disappear or be unapproachable; in fact, the worst and most stressful type of leaders are absent – leaving their employees without direction or feedback, and showing little concern and consideration for their staff. This harms morale and well-being” – Tomas Chamorro Premuzic, ManpowerGroup Chief Talent Scientist.