As International Mental Health Day approaches, the importance of mental health awareness has become a critical concern, with an increase amount of attention given to the influence it holds on to the workplace productivity and the well-being of the employee. Over the past few years, it has been increasingly evident that a comprehensive approach towards employee wellbeing is required as the boundaries of our personal and professional lives continue to blur. Further focusing on to the context of Sri Lanka, where the socio-economic landscape is rapidly evolving, the importance of understanding mental health and fostering a culture of well-being at work has become vital.
But What is Mental Health?
It is our emotional, psychological and social well-being that can affect how we think, feel and act. It also helps to determine how one handles stress, relates to others and makes healthy choices. A person can experience poor mental health without being diagnosed and likewise, a person diagnosed with mental illness can also experience periods of physical, mental and social well-being.
Further it is important to understand how people can experience a build-up of the everyday stresses such as burnout, financial stress, dealing with the effects of a Covid pandemic or even fluctuations at work. Over time, chronic stress can lead to trauma, and when an individual is experiencing a mental health crisis, their ability to cope is affected. This state of disequilibrium can trigger depression, anxiety, and stress. However, when one is in a good state of mental health, it allows the individual to cope better with the normal stresses of life, to develop resilience in the face of extreme life events and disruptions and to work productively and contribute positively to the community.
Sri Lanka has long been grappling with mental health challenges, with a significant portion of the population affected by mental health challenges. The World Health Organization (WHO) estimates that nearly 10 to 15% of Sri Lankans suffer from mental health issues, including depression, anxiety, and stress-related disorders. The suicide rate in Sri Lanka, though was decreasing, remained among the highest globally, with 14.6 per 100,000 people as of recent data. Thus, painting a stark picture of the mental health crisis that is silently affecting lives, including those of working individuals.
According to a survey conducted by the Deloitte, it was identified that more than 60% of professionals have experienced workplace stress at some point in their careers, with many of them reporting that it has affected their personal lives and work performance. This further backs up the fact that workplaces are not immune to the mental health struggles that many individuals face. Along with the increasing pressure to meet deadlines, the long working hours, and the competitive nature of many industries in the country, employees often do find themselves overwhelmed.
Furthermore, a study conducted by the Department of Psychology, University of Colombo, identified that more than 50% of the respondents reported high levels of stress and anxiety during the pandemic due to job security, workload, and balancing family responsibilities with the professional demands. An increased burnout and anxiety among the employees working remotely or in essential services was discovered during the pandemic era.
But what are the key drivers for poor workplace mental health in Sri Lanka?
- Workplace Culture: Traditional workplace hierarchies, rigid expectations, and lack of work-life balance can create environments where employees feel pressured to perform at the cost of their mental health. Additionally, job insecurity and economic instability may have worsened these concerns.
- Lack of a structured program: Due to the limited awareness among the employers, a structured mental health program or wellness policies may not be available to support the workforce. The lack of understanding the importance of mental health in enhancing the employee productivity and overall business success may not support in imposing initiatives to uplift the wellbeing of the employee.
- Cultural Stigma: Mental health remains a taboo subject in the Sri Lankan society, where seeking help is often viewed as a sign of weakness. This cultural barrier prevents employees from opening up about their struggles which leads to underreporting of mental issues in the workplace.
Additionally, research shows that organizations that invest in the mental well-being of their employees see significant benefits. According to the International Labour Organization (ILO), workplaces that prioritize mental health can see productivity gains of up to 30%, reduced absenteeism, and improved employee engagement. Furthermore, promoting mental well-being helps reduce turnover rates, which is particularly important in industries like healthcare, IT, and finance, where skilled labor is in high demand in Sri Lanka.
Here are few ways to shift your focus on the wellbeing of the employees;
01. Coaching your people leaders.
For managers it’s important to know that there’s a duty of care to do something if they are concerned about their employees’ mental health. Starting the conversation can often be the most difficult part for a manager and there can be a lot of apprehension about actually approaching the employee. By building up their skills in communication, listening, empathy and how to assess what the person needs, you can help equip your team to feel ready if the time comes for it to be necessary.
02. Build a Culture of Openness.
Ensuring that the support is there across teams is of utmost importance, such as having mental wellbeing allies and supports. Being able to connect with their peers is vital for people leaders as it can be extremely daunting for somebody to be supporting other conversations without having those deeper groups to connect back in with.
What managers do or don’t do has a real impact. A recent study found that managers can influence an employee’s mental health up to 70% – more than a doctor and more than a therapist. This is why it is so important to make sure that managers are equipped for success.
03. Data-driven Programs.
In starting up a wellbeing program, organisations should always aim to steer clear of “reactionary one-off programs”, but instead look towards those that are data-driven. Collecting this data includes looking at EAP trends, internal data such as employee pulse surveys, absenteeism trends, attrition and retention, and working with stakeholders to understand the pain points they have across the business. Based on this data, these programs can be developed with these pain points at the forefront of the strategy.
The most important thing to start with is data – and this can be as simple as pulling together what is already available to you. Looking into things like health insurance claims, absenteeism – why are people off sick? – employee surveys … Can you take insight from these and get a feel of how your employees are feeling at work?
Ensure you are asking the fundamental questions. Is your leadership bought in, have you done good planning, are you well organised, have you got funding? How well have you implemented the programs you have already done? Do you evaluate and review what you’re doing as well? Asking these simple questions can be a great starting point for organisations to really see where they are in terms of producing a wellbeing program, and what more they can be doing.
Mental health and well-being at work are not just HR concerns but fundamental components of building a healthy, productive workforce. In Sri Lanka, where the stigma surrounding mental health is still prevalent, employers must take the lead in driving change. By creating supportive environments, raising awareness, and implementing mental health-friendly policies, Sri Lankan workplaces can become spaces where employees thrive, both personally and professionally. Investing in mental health is not just good for employees—it’s good for business too.
Sources:
- World Health Organization (WHO) Sri Lanka Mental Health Report, 2022
- Mental health and well-being in the workplace, 2022
- International Labour Organization (ILO) Report on Mental Health and Productivity, 2022
- UKG, Mental Health at Work: Managers and Money
- https://iris.who.int/bitstream/handle/10665/356119/9789240049338-eng.pdf?sequence=1
- https://blog.greatplacetowork.ie/blog/health-wellbeing-work
