The latest TELUS Mental Health Index offers a sobering look into the mental health of workers in Australia, highlighting that 47% feel mentally or physically exhausted at the end of the working day. Too much work was identified as the leading cause of this exhaustion, with workers increasingly grappling with burnout, overwhelming personal demands, and a perceived lack of recognition or support.
This reality is concerning for both individuals and organisations. The pervasive impact of workplace stress crosses over into personal lives, diminishing overall well-being and ultimately affecting productivity. With workers feeling exhausted and unsupported, the risk of burnout rises, which can lead to absenteeism, low engagement, and even long-term mental health issues. In response to this, it is important to address stress at both the individual and organisational levels to foster a healthier, more sustainable and resilient workplace culture.
The impact of stress on productivity and personal life
When employees are stressed, their productivity really suffers. Constant fatigue can erode cognitive function, impair decision-making, and reduce attention to detail. As exhaustion builds, employees are more likely to experience lower job satisfaction, feel disengaged, and perform below their potential. More importantly, the effects of work stress don’t stop when the workday ends. Stress will follow employees home, impacting their relationships, sleep, and overall quality of life. The result is a vicious cycle where personal life stress feeds back into workplace performance, further diminishing mental health and engagement at work.
The TELUS Mental Health Index highlights that younger workers are particularly affected by this cycle, with many also feeling overwhelmed by the demands of upgrading their skills for the evolving workplace landscape. Despite the advent of AI and other technological advancements, which could alleviate some of these pressures, workers still find themselves trapped in patterns of burnout due to factors like excessive workloads and lack of recognition.
Reducing workplace stress at an organisational level
To break this cycle, organisations must take a proactive approach to addressing workplace stress. A focus on prevention is far more effective and economically viable than dealing with the consequences of burnout, absenteeism, and turnover. Below are some strategies organisations can adopt:
1. Workload Management
Workloads that are consistently too high lead to exhaustion and burnout. It’s crucial for organisations to assess the distribution of work and ensure that it’s manageable. This can be achieved by setting realistic deadlines, offering flexible work hours, and encouraging breaks throughout the day. Leaders should regularly check in with employees to gauge their capacity and make adjustments when necessary.
2. Support for mental health
Nearly 30% of workers are unsure of where to go for help with mental health issues. Employers can bridge this gap by offering clear, accessible mental health resources. This might include access to Employee Assistance Programmes (EAPs), mental health workshops, or mental health first aid training and awareness for managers. By cultivating an open environment where mental health is discussed without shame, organisations can reduce stigma and encourage employees to seek help when needed.
3. Recognition and reward systems
A lack of recognition is a significant source of worker stress, with 12% of workers citing it as a contributing factor. Implementing a system where employees are regularly acknowledged for their contributions can enhance morale and motivation. Recognition doesn’t need to be monetary—it can be as simple as verbal praise, public acknowledgements, or opportunities for career development.
4. Adopting AI for better efficiency
The TELUS Mental Health Index also points to the potential benefits of AI in the workplace. While only 15% of workers are considering upgrading their AI skills, organisations can take a proactive approach by offering AI training to all employees. AI tools can help to reduce workload by automating repetitive tasks, allowing employees to focus on higher-value work. By implementing AI thoughtfully and ensuring employees feel confident in their ability to use it, organisations can reduce stress and improve productivity.
5. Flexible working conditions
In the post-pandemic era, flexible working arrangements have become a key factor in employee satisfaction. Allowing employees the flexibility to work from home, choose their hours, or reduce their hours during times of personal stress can alleviate workplace pressure and improve work-life balance. It’s important for organisations to communicate clearly about the options available to employees and foster a culture where flexible working is supported rather than seen as a drain on the organisation. A lack of flexible working options is a false economy which will cost organisations much more down the track.
Reducing workplace stress at an individual level
While organisations play a critical role in mitigating stress, individuals also need tools and strategies to manage their own stress levels. Here are a few practical approaches:
1. Time management
Effective time management can significantly reduce feelings of being overwhelmed. Encouraging employees to prioritise their 3 most important tasks each day, set clear boundaries around work hours, and take regular breaks can help to manage workload stress.
2. Self-care and work-life balance
Employees need to prioritise self-care as an essential, not a luxury, to prevent stress from crossing over into their personal lives. Regular exercise, a healthy diet, and sufficient sleep can help reduce the physical effects of stress. Employees should also be encouraged to take annual leave and fully disconnect during time off to recharge.
3. Seeking support
Knowing when to ask for help is crucial. Whether through peer support, professional counselling, or talking to a manager, individuals who seek support are less likely to experience chronic stress. Organisations can foster this behaviour by normalising the act of asking for help and providing resources and channels for employees to do so easily.
Conclusion
Workplace stress is a pervasive issue, with nearly half of Australian workers feeling exhausted at the end of each day. To combat this, organisations must take a proactive approach by managing workloads, supporting mental health, recognising achievements, and integrating tools like AI to improve efficiency. At the same time, individuals can take steps to manage their own stress through time management, self-care, and seeking support. By addressing stress at both the individual and organisational levels, we can create healthier, more productive workplaces where employees feel valued and empowered.
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