More than 3 in 5 Hongkongers (62%) diagnosed with a mental health condition chose not to share it with anyone, including close family members. The reason? They feared discrimination (49%) and being judged (35%).
Amidst a global polycrisis, economic factors such as the uncertainty of the future (43%) and the current cost of living (34%) only add to the stress of living, making mental health management more important than ever.
This data highlights a key opportunity for employers to improve their workforce's well-being. Notably, 3 in 10 Hongkongers changed jobs in the first half of the year to strengthen their work-life balance, according to Randstad Hong Kong’s 2024 Employer Brand Research report.
Discover how employers can foster trust and empowerment to support mental health at work, creating an engaged and productive workforce.
4 common reasons employees face stress at work and how it affects the organisation
Workplace stress can lead to mental health issues like insomnia and anxiety. Employers should prioritise employee well-being, as it affects job satisfaction, productivity, health, and morale. In Asia, 45% of employees report that their mental health adversely impacts their work productivity.
Here are four common workplace stressors and their impact on 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 refining policies to promote mental health, leaders must adopt the right mindset and attitude. Business leaders are increasingly recognising the importance of mental health, a long-standing issue highlighted by personal stories on social media.
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.
More than 2 in 5 Hongkongers would reject job opportunities that lack flexibility in where and when they work (43%), according to Randstad’s 2024 Workmonitor research report. 1 in 2 individuals (51%) would consider quitting if their employers asked them to spend more time working in the office - 14% higher than the global average.
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.