Employees give companies an F when it comes to supporting mental health

Staff say the choice to make use of versatile working hours is the easiest way for corporations to assist well-being amongst workers.


The 2021 Psychological Well being Report Card from Lighthouse Analysis & Advisory and LifeSpeak discovered that almost all corporations do not stroll the discuss in the case of supporting the psychological well being of workers.

Picture: The 2021 Psychological Well being Report Card from Lighthouse Analysis & Advisory and LifeSpeak

Meditation apps and some extra trip days should not sufficient to handle the psychological well being challenges brought on by a worldwide pandemic and prolonged distant work, in response to a brand new survey. Staff give their corporations an F when it comes to supporting psychological well being. Managers are equally grim: they price these efforts with a C.

In keeping with the report, employers should stroll the discuss psychological well being to actually have an effect on workers:

“…if the tradition does not really assist open and frank discussions in regards to the psychological well being wants of the workforce whereas they’re at work, then no quantity of allotted days off or different approaches will actually affect the workforce in any significant means.” 

Lighthouse Analysis & Advisory and LifeSpeak, a psychological well being and wellbeing platform for worker and customer-focused organizations, launched the 2021 Psychological Well being Report Card this week. Lighthouse surveyed 1,000 organizations and 1,000 staff and requested for a grade on how nicely employers assist psychological well being and well-being.  

On a 10-point scale, enterprise leaders gave their efforts a 7.6. Staff gave the identical efforts a 4.4. HR leaders rated wellbeing work with a 7.8.

SEE: Ladies and center managers will lead the Nice Resignation into 2022

Half of all workers have considered leaving their job over the past 18 months due to psychological well being points. As different surveys have discovered, ladies are feeling this additional stress extra so than males with 34% saying their corporations haven’t made constructive modifications to assist well-being over the past 12 months and half. The Lighthouse survey discovered this makes them 2.5 occasions extra possible than males to make this evaluation. In the meantime, the identical survey discovered that 87% of employers say they’ve made enhancements.

The report card authors famous that the variety of damaging and hopeless feedback from workers was “staggering.” There have been some impartial and constructive feedback, however the majority have been damaging, together with these:

  • “There is no such thing as a deal with how workload or unreasonable deadlines have an effect on psychological well being,” banking business worker.
  • “We’re overworked and understaffed. We now have nobody serving to us throughout these arduous occasions and nothing to look ahead to as workers,” healthcare employee.
  • “They’re taking cash from every test to assist an 800 quantity that they’ve offered no data on,” insurance coverage business worker.

The issue appears to be in implementation and notion by the workforce, in response to the report card.

Understanding the psychological well being disconnect

Each workers and employers agree that psychological well being advantages can enhance productiveness and efficiency and encourage folks to stay with their present jobs. The issue is that the employees really feel “indifferent and disregarded by their employers in the case of assist for psychological well being.”

The survey requested HR and different company leaders to explain their firm’s tradition of psychological well being. The most typical response throughout all firm sizes was:

“The corporate gives workers instruments and companies to take care of psychological well being challenges however I would not say it is emphasised or constructed into our tradition.”

This widespread strategy is mirrored in worker assessments in speaking about psychological well being issues with their managers:

  • Staff ages 54+ are the least comfy speaking about psychological well being at work, with almost half of these people saying they could not talk about their psychological well-being with their supervisor or colleagues.
  • One in two ladies within the research stated they might not be capable of discuss these matters at work comfortably. 

The survey additionally requested what advantages are the simplest in supporting psychological well being and well-being. Staff listed versatile work schedules as an important profit with entry to certified psychological well being specialists an in depth second. Staff have been additionally more likely than employers to listing health choices as an vital profit.

Employers rated entry to certified specialists as the simplest profit with firm leaders overtly supporting psychological well being conversations and related coaching as an important advantages.

Staff have been 39% extra possible than employers to listing versatile hours as vital. The report card authors advocate that employers discover out precisely what workers are searching for in versatile hours. Surveys, focus teams and skip degree conferences can assist leaders perceive what flexibility means for his or her groups. This profit is likely to be simpler to supply than leaders suppose:

“Employers typically assume the worst and most costly possibility in the case of requests from the workforce, however these inquiries are sometimes fairly affordable if staff are given an opportunity to talk freely with out concern of repercussions.”


The report card additionally requested workers how corporations could make psychological well being advantages the simplest.

Picture: The 2021 Psychological Well being Report Card from Lighthouse Analysis & Advisory and LifeSpeak

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