Talk it out to reduce stress

Graham James at Pluxee UK explains how open communication boosts mental wellbeing and reduces stress

In the intricate dance of today’s professional world, where demands constantly shift and responsibilities multiply, maintaining balance can be an overwhelming task. The speed of it all can make it feel like pieces of ourselves get lost along the way, swallowed up by the relentless tide of stress.

This engulf of stress and overwhelm underscores the imperative for empathy and understanding to be ingrained in the fabric of every business.

From my perspective, there’s a call to action for business leaders to cultivate a culture where open communication serves as a lifeline, relieving the emotional stress that work can impose on its people. In embracing this ethos, leaders not only prioritise the mental health of their workforce but also lay the foundation for a resilient and empowered professional environment.

Small steps to approach open communication

The journey of creating open communication in the workplace begins with recognising the importance of soft skills training for line managers. It’s a common misstep that many organisations fail to equip their managers with the essential skills to navigate sensitive discussions on topics like mental health, financial wellbeing, and critical conversations around performance. 

Addressing this oversight is a crucial step toward building a workplace culture that truly prioritises the wellbeing and effectiveness of its teams. 

In my opinion, managers must set the tone by actively engaging in open discussions and demonstrating that vulnerability is not a sign of weakness but rather a testament of strength. Positive affirmations like “it’s okay not be okay” help break down barriers and create a supportive environment.

Initiatives like the powerful video released by Nottingham County Football Club, showcasing men openly talking about their mental health struggles, exemplify the power of open dialogue in addressing hidden challenges. Acknowledging and addressing the hidden challenges surrounding mental health is the first step toward creating meaningful change in the workplace.

Financial worries impact mental health (but talking helps)

Just like open communication plays a vital role in supporting mental health, it’s an important foundation for talking about financial wellbeing too. There is a strong connection between the two, with financial concerns, like debt or family anxieties, significantly impacting mental health and workplace productivity. The weight of financial burdens can erode focus and motivation, leading to potential issues like sleep deprivation or deeper mental health struggles.

The rising cost of living crisis is only amplifying these challenges, with 30% of senior managers and leaders said cost of living crisis was the top cause of stress at places of work, taking a greater toll on employees at home, which naturally will impact them in the workplace.

Recognising the strong link between mental health and financial wellbeing is really important. We saw the impacts of negative financial wellbeing with respondents listing impacts such as more stress (73%), poor mental wellbeing (57%). Financial pressures underscore the importance of open conversations about financial wellbeing in the workplace. 

Unfortunately, the current reality falls short. Only 16% of employees feel their workplaces are truly open to discussing financial concerns. This highlights the urgent need for proactive measures to bridge this gap and create a more supportive environment.

Our research found that almost half (48%) of over 2,000 employee respondents ranked their financial wellbeing as average, poor, or very poor. 

Open communication about mental health

We all know it: personal struggles don’t magically disappear at the office door. Financial worries, and external stressors can weave their way into our workdays, casting a shadow on our mental wellbeing and productivity. 

But open communication can help to dissolve this cloud. This means creating a space where employees feel comfortable discussing personal struggles that impact their mental health, recognising the interconnectedness of their personal and professional lives. 

These simple steps can help to empower not just individuals, but the entire organisation. Open communication nurtures trust and collaboration, leading to:

• Reduced burnout and absenteeism: Supported employees are less likely to succumb to mental health challenges, leading to better attendance and engagement.
• Better morale and productivity: A culture of open communication builds trust and collaboration, creating a more positive and productive environment for everyone.
• Attracting and retaining top talent: Going beyond words and taking action – offering comprehensive mental health resources, promoting work-life balance, and training managers to support employees – has become a key differentiator in attracting and retaining top talent. 

Technology can also be a valuable ally. Personal apps and self-support tools empower individuals to proactively manage their mental wellbeing, serving as a first line of defence against future struggles.

Remember, mental health is everyone’s business.

From business as usual to putting people first

With a positive outlook on employee mental health and stress, businesses will be able to thrive. When employee stress is high, 28% of employees have seen a dramatic drop in their productivity at work. 

1. Emotional intelligence training for managers

Equipping line managers with emotional intelligence through training is crucial. By developing their ability to conduct regular check-ins, recognise subtle signs of distress, and offer empathetic support, managers can create a safe space for open dialogue on wellbeing. This shift from a purely task-oriented approach fosters a supportive atmosphere where employees feel comfortable discussing their mental health.

2. Building camaraderie beyond “bro code”

Create informal spaces similar to the camaraderie found in some "bro code" environments, but open to everyone, regardless of gender. These spaces should encourage individuals to share their thoughts and feelings without fear of stigma or judgment. Using inclusive language that avoids clinical labels and discreetly addresses mental health can help break down barriers and promote a culture of openness within organisations.

3. Leading from the top through authentic leadership

Company leaders can set the tone by cultivating a supportive environment and demonstrating authenticity in their own experiences and struggles. This vulnerability encourages others to open up and seek help when needed.

Supporting employee mental health is an ongoing process that requires commitment and dedication from all levels of an organisation.

My advice to fellow business leaders would be to lead the charge in openly embracing vulnerability when discussing mental health struggles. Your employees will thank you for setting the example, and, in turn, will appreciate the open environment fostered as a result.

Graham James is a Director at Pluxee UK

Main image courtesy of iStockPhoto.com and Tero Vesalainen