Are You Working in a Psychologically Healthy Environment?

In today’s post-recession, skeleton-crew workplace, the pressure to perform continues to mount. Increased production demands, infoxication, and an ever-widening gap between work and home life has taken a toll on the modern employee’s well-being and job satisfaction. According to the American Psychological Association, two-thirds of both men and women cite work as a major source of stress, and one in four has called in sick as a result of work-induced anxiety.

From an organizational standpoint, stress accounts for an estimated $300 billion in absenteeism, reduced productivity, employee turnover, and direct medical costs. Employers are facing real concerns about retaining top talent and maintaining a healthy level of morale in the workplace. Some organizations have responded to these challenges by choosing to concentrate on the well-being of their workforce. Instead of focusing solely on productivity, these companies are creating a distinctly positive organizational culture supportive of both individual and operational objectives. They understand that a psychologically healthy workplace is beneficial to everyone.

So, how do you know if you’re working in a psychologically healthy environment? As a starting point, you can ask yourself the following questions:  

• Is my well-being suffering? (Am I maintaining healthy habits?)
• Is my performance suffering? (Am I continually falling behind at work or at home?)
• Am I becoming a jerk? (Am I negatively adapting to my external circumstances?)

Hopefully, you were able to answer “no” to all of those. If so, you are likely experiencing the benefits of a psychologically healthy workplace, which are discussed below. If you weren’t so lucky, you may be working in a noxious environment, and the following characteristics may help you as you search for a new work “home.”

Employee engagement is high.

Organizations that provide employees with greater levels of self-direction and psychological support reap many benefits such as an increase in employee well-being and awareness/adherence to safety standards. Additionally, companies that utilize participative decision-making are more likely to retain employees with a high degree of initiative and intrinsic motivation. A few questions to consider:

• Does your organization allow for a high degree of autonomy and self-direction?
• Is leadership supportive of your mental and physical health?
• Are you given the opportunity to be involved in organizational-level decisions?
• Are employees eager or hesitant to voice their ideas?

Employee development is a central focus.

This goes beyond simply providing base-level training opportunities. Organizations committed to fostering true personal and professional development look beyond the output, and instead, choose to focus on the growth of the individual. Doing so can be equally beneficial for both the company and the employee. Organizations that establish well-defined career paths, coaching/mentoring programs, and developmental opportunities are rewarded with higher levels of organizational performance. Employees may also benefit from reduced levels of stress and an increase in job satisfaction. Think about the following questions:

• Does my organization provide clear career development opportunities?
• Is coaching and mentoring offered within the organization, and is it a top priority of leadership?
• Are career paths clearly defined and openly shared within the organization?

Work-life interface is a priority.

Providing employees with flexible work schedules, life management resources, and adequate time off is essential to creating a psychologically healthy workplace. Organizations can benefit greatly from this strategy as well; reduced absenteeism, greater customer satisfaction, and lower turnover are all outcomes of creating an environment where employees can appropriately allocate their resources. Ask yourself the following questions:

• Does my organization make an effort to successfully reduce or eliminate overtime?
• Do I have the flexibility to decide when and where I perform my work?
• Are performance expectations well-defined and attainable?

Employees are frequently recognized for their work.

Organizations that regularly reward and show appreciation for employee effort can increase employee satisfaction, morale, and self-confidence. There are also many benefits to the company, such as greater productivity, lower turnover, and an increase in employee engagement. Employee recognition can take many forms. Fair monetary compensation is likely the first type of appreciation most people think of. However, benefits packages, public acknowledgment of contributions, performance-based bonuses, awards, and recognition ceremonies are also a few ways in which to acknowledge enthusiasm and hard work. Evaluate your responses to the following questions:

• Do I feel that I am shown an appropriate level of appreciation for my work?
• When was I last recognized for my efforts?
• Does my organization emphasize the importance of celebrating all levels of success?
• Is the leadership team aware of my contributions?

Health and safety are integrated into every part of the organization.  

Maximizing the physical and mental health of employees should be a central focus of a psychologically healthy work environment. By addressing and preventing safety risks and supporting healthy behaviors in the workplace, organizations can reap the benefits of greater productivity, reduced healthcare costs, and decreased accident/injury rates. Additionally, employee well-being — both physical and mental — is improved. Appraise your organization’s health and safety efforts by answering the following questions:

• Does my organization implement training and safeguards that address and/or resolve safety issues?
• Does my organization offer wellness programs or health screenings?
• Is there an EAP (employee assistance program) in place to help address life problems?
• Is the physical safety of each and every employee a top concern for the organization?

These five elements are necessary to develop and maintain a work environment that fosters employee health and well-being. Additionally, they are critical to organizational performance and productivity. Companies that take the time to build these elements into their culture will create and sustain an environment where employees are able to thrive and grow, both personally and professionally.  

Resources

Grawitch, M. J., Gottschalk, M., & Munz, D.C. (2006). The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements.