I’ve noticed a cycle in corporate America and it goes like this: lower profits -> stressed managers and executives -> stressed employees -> client and employee turnover -> lower profits. It goes on and on, unless something or someone breaks the cycle. I think managers and executives are the most powerful way to break this cycle, and research from The Workforce Institute supports this idea.
The survey of 3,400 employees and managers in 10 countries found that managers have a bigger impact on our mental health than our own doctors and psychotherapists and almost the same influence as a spouse or partner.
If you’re a manager or executive who wants your employees to be happier at work (which in turn leads to better profits and less turnover), here are a few research-backed tips.
The Surprising Research Findings
A survey by The Workforce Institute involving 3,400 employees and managers across ten countries uncovered some eye-opening statistics about managers’ impact on mental health. Sixty percent of employees said their job is the most significant factor impacting their mental health. Incredibly, managers affect mental health as much as spouses (both 69%) and even more than doctors (51%) or therapists (41%).
But here’s the kicker—employees feel their managers aren’t doing enough. Around 70% of workers want their companies and managers to better support their mental health, and one in three believe their managers don’t recognize the impact they have on their team’s well-being.
Anxiety in the Workplace
Workplace anxiety is real and rampant and a manager’s impact on mental health plays a big part. Employees report feeling overly stressed, with many often or always stressed about work. The pressure doesn’t end when they clock out; 71% say work stress negatively impacts their home life, and 78% admit it affects their work performance.
Common stressors include heavy workloads, unrealistic deadlines, and a lack of support from management. This chronic anxiety isn’t just bad for individuals—it’s detrimental to business performance, leading to lower productivity, higher turnover, and diminished innovation.
Managers Are Also Stressed
It’s not just the employees who are feeling the heat. Managers are grappling with stress and burnout too. The Workforce Institute found that 42% of managers often feel stressed out, compared to 40% of their team members. Alarmingly, 25% of managers report feeling burned out, and a third of C-level leaders are contemplating quitting due to work-related stress.
This stress creates a vicious cycle. Stressed managers can inadvertently pass their anxiety onto their teams, exacerbating the problem and creating a toxic work environment.
Positive Impact Through Leadership
Given their significant influence, managers have a unique opportunity to positively impact their team’s mental health. Here are some strategies managers can adopt to improve their impact on mental health:
Don’t Micromanage
Micromanagement breeds distrust and stifles creativity. Instead, set clear boundaries and trust your team to deliver. Empowering employees to take ownership of their tasks can boost morale and reduce stress.
- Provide Autonomy: Allow team members to make decisions and manage their responsibilities.
- Set Clear Expectations: Ensure everyone understands their role and the goals they need to achieve.
- Offer Support When Needed: Be available for guidance and assistance without hovering.
Prioritize Work-Life Balance
Work-life balance isn’t just a buzzword; it’s essential for mental well-being. Encourage your team to take breaks, leave work at a reasonable hour, and disconnect during off hours.
- Flexible Work Arrangements: Offer options like remote work or flexible hours to accommodate personal needs.
- Encourage Time Off: Make sure employees use their vacation days and take mental health days when needed.
- Lead by Example: Demonstrate a healthy work-life balance yourself to set a positive precedent.
Treat People With Respect
Respect is fundamental to a healthy workplace. Treating employees with kindness and understanding can significantly improve their mental health.
- Listen Actively: Pay attention to your team’s concerns and feedback.
- Show Empathy: Understand and acknowledge the challenges your employees face.
- Celebrate Diversity: Recognize and appreciate the unique contributions of each team member.
Recognize Wins
Acknowledging achievements can boost morale and motivate your team. Regularly recognizing both small and large successes fosters a positive work environment.
- Public Acknowledgment: Celebrate wins during meetings or in company newsletters.
- Personal Thank-Yous: Send personalized notes or emails to express appreciation.
- Incentives: Offer rewards or incentives for outstanding performance.
Lemonade Stand, the company I work for, uses the Build Then Bless software to fuel employee development and recognition. The software gives us a platform to shout out coworkers, send service and gift requests to our “Director of Happiness,” and gives managers a way to balance out feedback and recognition for their team.
Change Your Managers’ Impact on Mental Health With Build Then Bless
So much of a manager’s job is giving feedback and correction. Build Then Bless is an easy way to balance that with recognition and celebration. When managers use this software, it transforms their management style from critical to positive, allowing them to build up their team’s mental health instead of tearing it down.
Schedule a demo today to find out how Build Then Bless could change your employee development and recognition game, and improve your managers’ impact on mental health.
