In the last few months alone, India has witnessed multiple young professionals succumbing to the pressures of excessive workloads, unrealistic expectations, and the relentless pursuit of career success. These tragic incidents, though often underreported, have sparked conversations about the mental health crisis brewing within the corporate world. From tech startups to financial institutions, young employees are bearing the brunt of long hours, constant connectivity, and high-stakes work environments, leaving little room for recovery or personal well-being.
The most alarming aspect of this trend is the normalisation of burnout and mental health struggles as a byproduct of ambition. Companies often promote a culture of hustle, glorifying overwork while overlooking the detrimental impact on employee well-being. Many young professionals have to prove themselves and remain silent about their mental health struggles, fearing that voicing concerns will be seen as a sign of weakness or a lack of commitment.
With the advent of remote work during the COVID-19 pandemic, boundaries between personal and professional lives have blurred, amplifying the mental burden on employees. Poor mental health not only affects employees and their families but also undermines companies’ productivity and profitability.
According to a report by the World Health Organization (WHO), depression and anxiety disorders alone cost the global economy approximately $1 trillion annually in lost productivity. In India, a survey by the 7th Fold Employee Well-Being Survey 2020 revealed that 36 per cent of employees were suffering from one or more types of mental health issues.
Workplace mental health challenges often stem from multiple factors, including excessive workloads, unclear job expectations, lack of autonomy, and unsupportive managerial practices. The rise of digital communication tools has also contributed to ‘always-on’ cultures, where employees feel obligated to remain available even outside of working hours.
By investing in workplace mental health, companies can not only improve job satisfaction and reduce absenteeism but also foster innovation and loyalty. A mentally healthy workforce is more likely to engage in creative problem-solving, exhibit higher levels of collaboration, and remain committed to the company long-term. Governments also play a crucial role by incentivising mental health initiatives through tax breaks or requiring companies to adhere to mental health standards.
World Mental Health Day was first celebrated in 1992 by the World Federation for Mental Health. This year’s theme, ‘Prioritising Mental Health at the Workplace,’ seeks to shed light on an often overlooked but deeply consequential aspect of employee welfare. It urges organisations worldwide to take proactive steps toward fostering a healthier, more supportive work environment.
A proactive approach to addressing mental health at work begins with recognising the early signs of distress, enabling timely intervention and support for employees before their struggles escalate into more severe mental health issues.
Investing in workplace mental health is crucial. It’s time for organisations to prioritise their employees’ well-being, fostering a culture of support and understanding. We don’t need to wait for another crisis to confront this reality. It’s time for companies and leaders to commit to prioritising mental health and fostering a culture where well-being and success go hand in hand. Take action today—support mental health at your workplace before it’s too late.
Recognising the Red Flags
Mental health needs attention when you or your colleagues experience:
1. Feeling excessively overwhelmed by performance at the workplace
2. Experiencing low mood, dejection, and lack of confidence
3. Disturbed sleep and appetite
4. Increased irritability, anger outbursts, and mood swings leading to problems in professional and personal relationships
5. Self-harm thoughts and attempts
These troubling trends highlight the urgent need for proactive interventions in workplaces. Fortunately, organisation can take several steps to support their employees’ mental well-being.
Simple interventions, significant difference:
• Open discussions about stress management
• Employee Assistance Programs (EAPs)
• Mental health training for managers
• Flexible work arrangements
• Wellness initiatives
• And most importantly, encouraging employees or colleagues to seek professional help from either a psychiatrist, a psychologist, or a counsellor, as required and if necessary.
Promoting mental health can:
• Enhance job satisfaction
• Boost productivity
• Reduce absenteeism
• Improve overall well-being
(The writer is a Consultant Psychiatrist based in Jalgaon. Views personal.)
Commentaires