Starting a conversation about mental health doesn’t come naturally to Malaysians. One in three workers (29%) suffer from a mental health condition, according to research published by Relate Mental Health Malaysia.
In a challenging economic climate, it comes as no surprise that people are concerned about inflationary pressures. Salary concerns are a priority for Malaysian talent, with 34% of respondents citing low pay coupled with rising living costs as their reason for seeking new employment opportunities. Respondents who did not receive any inflation compensation were nearly 40% more likely to seek new jobs.
Amidst the global polycrisis, employees want corporate benefits that help them improve their work-life balance - and by extension, their mental health. Notably, people desire a greater work-life balance (48%) to lead more enriching lives.
Learn more about how employers can create an atmosphere of trust and empowerment to support their employees’ mental health, and how that will foster a truly engaged and productive workforce.
4 common reasons employees face stress at work and how it affects the organisation
There are many reasons why employees face stress at work, which can lead to mental health issues like insomnia and anxiety. Employers should show concern for their employees, as this impacts job satisfaction, productivity, health and morale. In Asia, 45% of employees say their mental health is negatively affecting their work productivity.
Here are the 4 common reasons why employees face high stress levels at work and how it affects organisational productivity.
highly demanding and competitive workplaces
With the increasing expectation to perform at work, some individuals may feel pressured to always perform at their peak to protect their job security. While this drives productivity, employees are more likely to experience burnouts without having proper rest between projects.
When projects and tasks pile up with no end in sight, employees may develop negative feelings towards their employers for neglecting their need to rest.
working in toxic and unequal environments
No employer wants the reputation of having a toxic and unequal workplace, but it happens, especially when bullying flies under the radar. Employees in these situations often feel anxious and worried having to watch their backs at work, leading to disengagement and absenteeism.
inability to disconnect from work
Digitalisation is a double-edged sword in the world of work. While it boosts productivity by streamlining processes, it also extends working hours for employees. Easy digital access means employees often respond to emails or take business calls during their commute or meals. This inability to disconnect from work can lead to fatigue and insomnia, lowering the employee’s overall performance at work.
not receiving support from employers
Employees often avoid asking for help at work, fearing that it will make them seem incompetent. Instead, they spend extra hours researching online and struggling with tasks, which may cause them to miss deadlines. When their work doesn't meet their bosses’ expectations, it could lead to delays in project timelines and poorer outcomes for the organisation.
adopting the right mindset towards mental health
Before diving into refining organisational policies and initiatives to promote better mental health, business leaders need to adopt the right mindset and attitude towards solving existing issues.
It was not until recently that business leaders started paying more attention to mental health, though the problem is a perennial one. The rise in mental health awareness over the past few years can be attributed to people sharing their personal experiences on social media platforms.
One of the first steps towards alleviating stress from the workforce is to acknowledge that mental health is a medical condition that requires the same level of support and care as any physical illness. Besides having a very similar impact to business performance as physical well-being, organisations risk having lower employee engagement and morale if they continue to neglect the importance of mental health.
lead by example: how employers can change workplace culture one conversation at a time
A key strategy in normalising mental health discussions is to start from the top. Business leaders have a significant impact on establishing the company’s tone and attitude towards mental wellness. By openly sharing their own mental health journeys and promoting others to do the same, it cultivates a culture of transparency and compassion within the workplace.
Rather than simply sharing anecdotes about mental health online, or viewing mental well-being as an organisational checklist item, employers can approach mental health proactively. This can be done through having an open-door policy or early intervention when workplace stress runs high.
promote peer support and mental health education
A substantial body of research indicates that when employees feel they have a voice in organisational decisions, they are more likely to stay in their jobs. The psychological benefits are particularly significant when leaders not only seek employee feedback but also use them to guide their organisational decisions.
Business leaders should not just endorse but also drive mental health discussions with their management team, town halls and focus groups. When business leaders become the face of the mental health agenda, employees will feel more comfortable to speak out and seek help.
reexamine health policies to focus on mental well-being
Making mental health tools and support easily available - and discreet - is essential to motivating employees to care for their mental wellbeing.
With leadership endorsement and a clear understanding of what type of support employees need to achieve good mental health and a good work-life balance, employers can revise and introduce new policies with a focus on mental well-being.
monetary support to seek professional help
Not all mental health conditions can be resolved with breathing exercises or taking paid time off. Sometimes, employees need help from healthcare professionals.
Employers can support employee mental health by offering financial subsidies for counselling, therapy, and psychiatry sessions to encourage more people to seek professional help discreetly. Companies can also include mental health coverage in their corporate insurance schemes or include psychiatry in their medical reimbursement policies.
More often practised in countries such as the Netherlands and the United States rather than Asia Pacific, the concept of subsiding mental healthcare is gaining increasing prominence. Providing comprehensive health insurance with mental health coverage ensures access to necessary care without financial stress. Clear communication about available benefits helps employees understand the support available.
implement anti-discrimination policies
Implementing clear anti-discrimination policies demonstrates a firm stance on any organisation's intolerance towards toxicity at work. They should clearly define the different types of discrimination at work and provide information on how employees who report their negative experiences will be protected.
By enforcing these policies, employers can foster a more inclusive and supportive environment where every employee feels respected. This not only eases employees’ worries, but it also helps them to focus on their work better and promotes diversity and inclusion in the workplace.
flexibility with intentionality
There is no doubt that employees want to continue to work from home, even when they struggle with drawing the line between work and life in their own time.
In fact, 2 in 5 Malaysians (39%) would reject job opportunities that lack flexibility in where and when they work, according to Randstad’s 2024 Workmonitor research report. This sentiment is even stronger amongst the younger generations, with nearly half of Gen Z workers (49%) and Millennials (47%) opposed to inflexible work arrangements.
Rather than deciding when everyone should work in the office or at home, employers should consider giving the autonomy to decide to the employees instead. This approach towards flexibility gives employees the responsibility for planning their time to meet their work commitments and enjoy their personal lives. Over time, employees will become better at time and workload management.
Companies can also host training programmes to educate their employees on effective communications, such as managing expectations or negotiating timelines to accommodate each other’s flexible schedules. Additionally, digital literacy training can also help employees learn how to delay email responses or set up their notifications so that they are not distracted by work during their personal time.
understand your workforce’s worth
Navigating mental health conversations in the workplace is challenging but critical to ensuring an engaged workforce and better business outcomes.
By creating a supportive atmosphere, promoting open communication, providing mental health resources, and implementing flexible work policies, employers can significantly improve their employees' mental health and well-being.
As a partner for talent and through our four specialisations - Operational, Professional, Digital and Enterprise - we help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace.
If you are looking for best practices for better work-life balance and mental health well-being in your industry, or looking for ways to promote your initiatives to attract the right talent, connect with us for better talent attraction outcomes.