Mental Health Affect 50% Asian Employee’s Productivity at Work: A Study Report
According to research, 54% of Asian employees are concerned that if their employer becomes aware of their mental health issue, they will have fewer career alternatives.
Mental Health Affect 50% Asian Employee’s Productivity at Work, A Study Report shows a comparative analysis on this world mental health day.
Maintaining good mental health in today’s mixed work world and stressful work environment is a major concern for the working class. Every employee is affected by workplace stress, which results in a mental health stigma. This stigma has an impact on their productivity at work. According to the results of a recent survey.
We are commemorating ‘World Mental Health Day’ today. The overall goal of World Mental Health Day is to raise global awareness of mental health concerns and organize initiatives in favor of mental health.
The Day allows all stakeholders working on mental health issues to discuss their work and what more needs to be done to make mental health care a reality for people all around the world.
Despite designating October 10th as “World Mental Health Day,” the organization does not successfully care for its work force’s wellness at work?
Over a third of Asian employees admit to finding it difficult to concentrate at work. In comparison to 2022, nearly half of Asian employees claim to feeling mentally and physically exhausted by the end of their workday.
Over half of those polled have felt more stressed in the recent year. It is concerning that 45 percent of Asian employees say that their productivity has suffered as a result of poor mental health.
Worryingly, 54 percent of Asian workers are apprehensive that their career opportunities may be hampered if their employer learns of their mental health issue. That means that the majority of those suffering will choose not to discuss it for fear of informing their jobs!
According to Aon’s Asia Mental Health Index research, it is time for leaders to seriously consider the impact that mental health disorders can have not just on productivity but also on individuals.
According to World Health Organization figures, around 12 billion working days are lost globally each year due to depression and anxiety. This means that the annual loss of productivity costs approximately $1 trillion. This also implies that any interventions in place, if they exist at all, are insufficient. As these concerns worsen, healthcare expenses will rise, as will the frequency and cost of insurance claims, and there will be more employee turnover. Productivity will suffer if absenteeism rises.
Why aren’t employees seeking help?
According to the survey, 54 percent of Asian employees are concerned that their career possibilities may be limited if their employer learns that they have a mental health problem. That is not a good indicator in the least. This shows that employees would rather not discuss their mental health problems.
There is a stigma associated with disclosing mental health difficulties, which prevents employees from seeking help for these issues. About half of those polled stated they are concerned about negative self-stigma as a result of their mental health concerns. That is to say, poor mental health can have a negative impact on self-esteem.
What can be done?
Managers should be educated to recognize any indicators of distress or sorrow among team members. They should be able to not only comprehend the causes of poor mental health, but also address them. Employees may be upset and anxious about growing living costs, or they may be in the midst of a financial crisis, or they may be finding the workload exhausting.
Even a bad work environment and an inadequate job function can cause stress. Employees’ mental health problems may be exacerbated by relationship problems and parental concerns.
Employers must have the necessary tools and resources in place, including appropriate benefits and policies, to assist individuals in reducing and dealing with stress. After all, a stressed person is likely to make people around him feel stressed as well. Employers should be able to help employees work through issues.
And even financial difficulties by disseminating pertinent information, establishing awareness campaigns, and giving financial education.
It is the responsibility of leaders/employers to create a psychologically secure organizational and workplace environment where open discourse on these problems is encouraged. This will assist to remove the stigma associated with mental health issues and raise awareness of their detrimental consequences.
Employers can also use storytelling to reassure employees that mental health concerns are common and not cause for concern. This will also reassure folks who are suffering such problems that all they need is a little help to get through the period and emerge positive and psychologically sound.
Appointing wellbeing representatives or mental health ambassadors with whom employees can speak confidentially about their mental health difficulties is another step toward addressing mental health issues.
Leaders can set a good example by discussing their own mental-health issues and experiences, reassuring colleagues that their problem is not unique to them or something that cannot be handled freely.
The importance of inclusive language in mental health communication should not be underestimated.
Managers and team leaders should be encouraged to initiate mental-health discussions on a daily basis.
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