Mental Health – Everyone has just come to realise how important social contacts are to an employee’s overall mental wellness. The catastrophe we experienced was a direct result of the societal separation between people’s lives at work and at home.
In light of this, employee mental health surveys are now more important than ever.
Surveys on mental wellness and health are top priorities at work. Businesses are taking action to support through programmes including workplace benefits, resource groups, initiatives, and other activities. Oracle polled its 12,000 employees, and 89% of them thought that the epidemic had a detrimental effect on their mental health.
To better understand how you should assist your workplace as a people leader, you can use the results of the employees survey. Before we get to the top 25 questions, let’s take a closer look at why you should support and execute the mental health questionnaire.
Why are surveys of employees’ mental health important?
The epidemic brought mental illness and other issues of mental wellbeing into the public eye like never before. Yet, due to some pre-existing issues, mental health awareness has previously existed for many people in secret.
Employees cannot “turn off” or “leave outside the office” mental health difficulties. Employees’ experiences at work will be impacted by the circumstances. 83% of American workers, according to the American Institute of Stress, experience work-related stress, which can cause anxiety, a sense of overload at work, and employee burnout.
Also, the pandemic was difficult on the workforce because it worsened the state of their mental health. Depression ranks third among workplace issues for employees, behind stress and family crises, and it costs more than $51 billion in missed productivity and absenteeism, as well as $26 billion in direct treatment costs, according to America. Hence, if untreated, workplace sadness can be just as expensive as AIDS or heart disease.
So, it is no longer acceptable to neglect or disregard workplace mental health. Good resources are essential for overcoming obstacles at home and at work.
Employees who work in environments with supportive services are more adaptable as their jobs and responsibilities change. Additionally, it offers employees advice on how to advance in their jobs, builds resilience, and controls stress, ultimately enabling them to reach their full potential.
It is essential to establish a non-discriminatory workplace for workers of all levels, and this can be done with the use of insightful data from mental health inquiries. Using the mental survey is necessary to obtain insightful input and preserve precious talent.
Risk factors for mental health harm at work
Psychosocial hazards associated with particular workplace characteristics, such as work schedules or a lack of possibilities for employees’ career growth, etc., are job-related risks that negatively affect us. Psychosocial dangers can occur in any industry, but certain workers are more susceptible to them because of their jobs.
The World Health Organization estimates that anxiety and depression cause $12 billion working days to be lost globally each year, costing $1 trillion in lost productivity.
The following are risk factors that hurt employees at work:
not having enough skills or not using them enough
Having no control over how the work is organised
long, unsocial, or inflexible hours
Dangerous working circumstances
a poor corporate culture that encourages bad behaviour
minimal monitoring or support
violence, bullying, or harassment
Discrimination and exclusion
Neither enough nor too much promotion
unstable employment or inadequate investment
competing responsibilities at work and home
Managing psychosocial risks is key to preventing mental health issues at work. Companies should regularly intervene by conducting mental health surveys to reduce the risk of mental illnesses in the workplace. Furthermore, mental health surveys can pave the way for providing flexible working arrangements, as well as help modify or remove workplace dangers to employees’ mental health.