The last five years have been turbulent for us all and more uncertainty is on the horizon with new technology reshaping the world of work, whilst we are still battling with the aftermath of the pandemic. These challenges have resulted in unprecedented stress levels, hopelessness, financial pressures, anxiety and job losses. Although 2023 was a difficult year for many businesses the pandemic continues to cause issues that will echo through the business world for years to come.
The most potent issue for employers is the on-going mental health and wellbeing crisis caused by stress and ‘burnout’. Burnout can affect not only your employees but your business as well. So, what can you do to support your staff’s mental health and wellbeing?
Employee burnout
First, let us define what we mean by the term ‘burnout’. The charity Mental Health UK defines burnout as a state of physical and emotional exhaustion. It occurs when someone experiences long term stress in their job or has held a physically or emotionally draining job for too long.
The World Health Organisation defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed. Which is characterised by three factors: feelings of exhaustion or energy depletion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced performance or efficacy at work.
A UK-wide stress survey commissioned by YouGov to launch Mental Health Awareness Week, found that almost three-quarters of adults (74%) have felt so stressed over the past year that they felt overwhelmed or unable to cope.
The survey was carried out in conjunction with the Mental Health Foundation, which found that almost a third of people (32%) had experienced suicidal thoughts or feelings because of stress.
Meanwhile, one-sixth of people (16%) said they had self-harmed because of feelings of stress. The study is believed to be the largest and most comprehensive stress survey ever carried out across the UK, with 4,619 people surveyed.
CCLA Corporate Mental Health Benchmark- UK 100, published in 2023 found that 93% of companies recognise mental health as an important business issue, 34% are yet to formalise their commitment to mental health in a policy statement. Similarly, 89% of UK companies are clearly investing in mental health programmes and initiatives, yet only 33% of companies report on their uptake.
The report found that one of the biggest areas needing improvement is in public leadership on workplace mental health. While 57% of companies have committed to removing the stigma associated with mental health (up from 44% in 2022), few leaders are publicly championing the issue. Link to the full report and worth a read – deloitte-uk-mental-health-report-2022.pdf
The Shame Associated with Mental Health in the UK
Over half of people in the UK (51%) say they still feel shamed for living with a mental illness, regardless of the progress over the years to break down the stigma around mental health according to a survey carried out in March by the charity Mind. While people believe that the level of stigma around mental illness has decreased over the last five years, over half (56%) of respondents experiencing mental ill health still feel ashamed.
- 74% of UK adults have felt so stressed at some point over the last year they felt overwhelmed or unable to cope
- 81% of women said this compared to 67% of men.
- 83% of 18-24 year-olds said this compared to 65% of people aged 55 and over.
- 32% of adults said they had experienced suicidal feelings as a result of stress
- 35% of women said this compared to 29% of men.
- 39% of 18-24 year-olds said this compared to 25% of adults aged 55 and over.
- 16% of adults said they had self-harmed as a result of stress
- 18% of women said this compared to 13% of men.
- 29% of 18-24 year-olds said this compared to 6% of adults aged 55 and over.
More than one in 10 (12%) believe that individuals living with mental illness should be ashamed of their mental health problem. This is the mindset that needs to change, as a proactive approach to mental health is vital for all employees’ wellbeing which is also intrinsically linked to the wellbeing of your business. Failing to spot the warning signs can lead to demotivated and under-productive employees. Therefore, as business leaders we need to act to alleviate the stigma of mental health within our organisational culture.
Financial Poverty
Burnout isn’t the only mental health issue that employers need to consider. Another common and familiar mental health issue is on the rise in the UK is financial poverty. The Office for National Statistics (ONS) found that 4 in 10 adults (41%) struggle to pay their energy bills and over a third (37%) struggle to pay their rent or mortgage. We all know that people living in poverty or experiencing financial stress are more likely to develop mental health problems due to the cost-of-living crisis, poverty and financial stress which is likely rise over the coming years. The Mental Health Foundation have seen an increase in reports across the UK that more people are going without basic living essentials, such as food and a warm home. Their UK-wide survey has also shown that many people across the UK are feeling anxious, stressed and hopeless due to their current financial situation.
The Mental Health Foundation expect that the effects of the cost-of-living crisis on public mental health will be on a scale like the COVID-19 pandemic. Their survey also found that concerns about finances are having a negative effect on people’s ability to engage in some of the activities known to help protect mental health and prevent problems from developing:
- 30% of adults in the UK have poorer quality sleep
- 23% meet with friends less often
- 15% pursued a hobby less often
- 12% exercised less often
The Mental Health Foundation has called on governments across the UK to take action to support people with the same urgency that they took with the COVID-19 pandemic. 
Knowing what to look for
According to the mental health charity, Mind, 30% of staff wouldn’t talk openly about stress with their line manager. That means it is your responsibility to start the dialogue and look out for signs that might lead to burnout. These four ‘red flags’ are a great place to start:
- A negative attitude: relating to your employee’s outlook on life, their interactions with colleagues or their approach to tasks.
- Decline in performance: performance reviews and weekly catch-up sessions help spot this sign.
- Missed deadlines: the fatigue and low motivation associated with burnout could cause even simple tasks to take far longer than normal.
- Frequent illness or fatigue: this might manifest as an employee taking frequent sick days, complaining about their health, or simply looking tired.
Burnout is a slow-burning issue and one that you will need to pay attention too, making sure that your leaders and managers are able to provide effective and appropriate support to employees who are experiencing burnout and acute stress related issues at work.
Work / Life balance and working from home
The Global Recruiter found that since the Covid-19 pandemic, workers have started to equally care about work-life balance, wellness and financial opportunities. Two-thirds of UK workers valuing work-life balance above an increase in pay, so benefit schemes are now becoming more popular to employees. Employers can opt to pay health care insurance premiums or make their schemes voluntary, inviting employees to pay their premiums, with group premiums often costing less than individual policies.
There are a wide variety of benefits employers can offer to support the work-life balance of their workforce, including:
- Allowing employers to work from home with hybrid and remote working policies.
- Additional paid time off based on length of employment.
- Allowance and private health insurance.
Perks of this nature also provide employers with an opportunity to support working parents and benefit from the skills and experience they bring to the workplace, with 91% saying that family-friendly practices, such as extended paid parental leave, are key when deciding on a job offer.
Private Health Insurance
Currently, there are over 2.5 million economically inactive people in the UK due to long-term illness. Conditions such as burnout and musculoskeletal pain are on the rise. And according to a survey carried out by The Global Recruiter, around 24% of UK workers see private health insurance as an attractive benefit, allowing them to access high-quality care without long waiting lists. This can cover:
- Appointments
- Surgery
- Routine medical care
When employees are working from home, it is also important to set clear boundaries if your business offers a working from home or hybrid option. Work time is for work. Home time is home time. These boundaries can’t be blurred: there should be no employee working past their contracted hours; they should not feel the pressure to appear hyper-productive to reassure their employers that their output can remain high.
Burnout can be much harder to spot if staff work from home. If you are observant, you can notice the four red flags mentioned above. However, you can also look out for these additional indicators:
- Certain employees regularly sending emails outside of work hours.
- Employees regularly accessing documents when they should be ‘at home’.
There are many benefits to working from home, for both you and your employees. However, the answer seems to lie in providing flexible working from home options, to take the pressure off employees who are handling co-current responsibilities.
Work Related Stress
In today’s post pandemic world, stress has become and often underestimated yet highly impactful factor affecting our mental health. The pressures of meeting deadlines, fulfilling responsibilities, and managing work-life balance can culminate into a significant stress burden. This burden, when not addressed timely, may evolve into chronic stress conditions, impacting overall productivity and well-being. According to the World Health Organisation, depression and anxiety cost the global economy US $1 trillion each year, predominantly from reduced productivity.
Work-related stress is defined by the Health and Safety Executive as the adverse reaction people have to excessive pressure or other types of demand placed on them at work. Stress, including work-related stress, can be a significant cause of illness. It is known to be linked with high levels of sickness absence, staff turnover and other issues such as increased capacity for error. Stress is not a medical diagnosis, but severe stress that continues for a long time may lead to a diagnosis of depression or anxiety, or other mental health problems.
Therefore, organisations need to create a workplace culture that gives employees the time and space to take care of their mental health and feel able to express their concerns and worries, such as implementing policies that allow employees to take mental health days and providing open communication channels to promote a culture of understanding and support. Regular check-ins and mental health workshops, access to professional counselling or Employee Assistance Programmes (EAP) can offer much needed support.
Providing the correct support as an employer
Supporting your staff in the correct way can take a lot of effort. Many employers might be tempted to dismiss mental health as something your employee needs to solve themselves. This is not the case. Supportive employers often reap the benefits of their compassion. Employees are more productive and loyal when they feel appreciated, so the investment you make in your people is always worth the effort as there is a direct link between employee wellbeing and organisational success.
Here are some easy ways to provide the correct support for your employees.
- Having a realistic approach to workloads. Preventing burnout means being honest about ambitious workloads. Be realistic. How much work can your employee complete without staying late or missing their lunchbreaks?
- Offering flexible hours. The option to shift the workday by several hours can take the pressure off employees who are juggling care duties or household logistics. Being flexible with hours means that your employee can be focused solely on their work when they ‘clock in’.
- Being approachable and accessible. Promote healthy discussions around wellbeing and mental health. Reluctant employees will be encouraged to come forward before burnout becomes a serious issue. This applies to employees that are working from home. Ensure you are accessible to staff if they need a quick call or video chat.
- Supporting through resources. Whether it is burnout, grief, or another mental health issue, your employees need support. Does your company make mental health resources available to staff? Do they know what is available to them? Make sure your company’s resources are accessible to all. Employers should recognise the growing use of digital tools to support mental health, and community networks to support working parents.
- Targeted Interventions. It’s important to have targeted interventions that understand the specific needs of the different groups and individuals within your organisation thus creating targeted solutions that are fit for purpose and right for your organisational dynamics. Regular check-ins and mental health workshops can also help in creating a supportive environment. Providing access to professional counselling or Employee Assistance Programs (EAP) can offer additional help.
- Communication. Having open and honest conversations about the organisations culture and approach towards mental health and wellbeing support for employees. Have uncomfortable conversations about the stigma of mental health in the workplace to gain a better understanding of the support required.
- Understanding your staff are people first. Everyone knows that business is important. The people who work for you are important too. Treating them well and with compassion can guide them through a difficult time and see your company’s output become more productive when they return to work at full strength.
- Mental Health at Work Commitment. Pledging your commitment to improving mental health support and investing in targeted training and ongoing support for all employees by introducing schemes to monitor and measure mental health in the workforce. You can join Kirkwood Consulting by signing the Mental Health at Work Commitment, your organisation can join a community of over 3,000 UK employers who have pledged to put mental wellbeing at the heart of their agenda, working towards a future where mental health is given the attention it deserves. When you sign up, you’ll receive all the information and advice you need to champion mental wellbeing in your organisation, no matter how big or small it is.
- Training. Train a percentage of your workforce as Mental First Aid practitioners to support other colleagues struggling with mental health issues and to work towards removing the stigma associated with poor mental health in the workplace.
- Prioritise work-life balance and wellbeing benefits such as flexible hours, extra paid holiday and Hybrid working support package.
Kirkwood Consulting
Adjusting to the ‘new normal’ and managing people in the heart of a post-covid recovery is not easy. Training can be invaluable for new and existing staff as we get used to the new business landscape. A report from Deloitte found that those organisations that took the steps of investing in their people saw a return of £4.70 on average for every £1 invested in staff mental health and wellbeing support. Kirkwood Consulting can help. We offer a range of Management and Leadership Courses, Mental Health First Aiders and more, which can set your business on the path to post-pandemic success.
If you would like to find out more about our training and skills courses, contact us today on 01322 869244 or email us at contact@kirkwoodconsulting.co.uk.
