A case for focusing on wellbeing

By Chester Elton & Nabeela Ixtabalan

As we all start to imagine a near future where employees are vaccinated and shuffling into newly minted hybrid offices, the ripple effect of the global mental health crisis will continue to be silently unfolding in the background. The degree of burnout, anxiety, and mental health challenges people are facing is a pandemic in of itself, one that has yet to get the degree of attention and action necessary to curb its impact.

According to the U.S. Census Bureau, by May of 2020 more than 30 percent of all Americans of all ages were reporting symptoms of an anxiety disorder, including a remarkable 42 percent of people in their twenties. The mental Health Commission of Canada reports that 1 in 2 Canadians will deal with a mental health illness in their lives.

The impact of mental health on the economy and our recovery is profound: The World Health Organization estimates that poor mental health costs the global economy US$1 trillion annually in lost productivity.

There is a growing body of evidence showing solid ROI for companies who invest in mental health and workplace well-being. A recent analysis by Deloitte comparing the stock performance of the S&P 500 Index companies found that the companies that score high on health and wellness appreciated by 235 percent, compared with the overall S&P 500 Index appreciation of 159 percent over six years.

Companies that have made well-being a strategic focus are demonstrating a 2x - 4x ROI for every dollar put towards these initiatives.

Let’s face it, mental health and well-being are new arenas that leaders and companies are just starting to learn how to navigate. Every organization will take a different position and pace. We believe that workplace well-being will follow a similar trajectory to other social movements like climate change and diversity equity & inclusion. The course will look something like this:

It’s important to recognize the intersection between well-being with diversity, equity and inclusion and the attraction and retention of talent. We know that when someone doesn't feel included, it will most likely affect their well-being. We also understand that a workplace where employees are on the verge of burnout and anxiety will struggle to be inclusive. Thus, the link between well-being and diversity, equity and inclusion can either be an accelerator or an inhibitor. In short, well-being is a pre-requisite for all diversity, equity, and inclusion efforts. And companies that lead the way will be able to leverage workplace well-being as a competitive advantage.

In our new book, Anxiety at Work, we interviewed progressive leaders to develop 8 strategies to build cultures that are more focused on wellbeing and positive mental health. We found that wellbeing in the workplace is never like a Russian revolution though. Change doesn’t bubble up from below but needs to start at the top—with managers and leaders who are open, honest, and authentic about their challenges and how their work has been impacted by their own mental health stressors. Being vulnerable creates cultural permission for others to share and seek help.

Social media provides a false sense of polished and progressive professional growth when the reality is often very different. We need to break down false beliefs about perfectionism and the idea that leaders need to be superhuman. We need a future where it is normal for leaders to say ‘I don’t know.’ Where progression is valued above perfectionism, and where the struggles of mental health and work-life integration are presented in an unfiltered way.

Leaders sharing their own stories is a critical aspect of normalizing the conversation, but it can't stop there. All managers need to learn the stories of those in their care. They need to normalize and destigmatize the conversation around well-being. And this will require a movement from the top-down, middle out, and bottom-up. Real change about well-being requires a wide-scale conversation.

Like social equity and climate change, addressing well-being individually, organizationally, and societally may feel like a big challenge. While each person's coping mechanism and overall well-being journey is personal, we’ve found some simple actions can make a big difference at home and in the workplace. For managers, it starts with normalizing wellness, destigmatizing mental health issues, and empathizing with those in our care who may be struggling.

We are grateful for leaders and organizations who do just that.

With Gratitude,

Nabeela + Chester

?

?

?

If you are looking for a safe place to talk about anxiety at work and mental health, please join us at?We Thrive Together?This is a free community that Adrian and I have started to help people who suffer from anxiety themselves or are managing people who are feeling anxious, burnout, and stress. We share ideas and show up for each other, and everyone is welcome.

I am excited to invite you to check out our episode of "Anxiety at Work" podcast with Nabeela. I always say you can't be in a state of anxiety and gratitude at the same time! Each week, my coauthor and dear friend,?Adrian Gostick?and I talk to some of the world’s leading authorities on mental health and explore the causes of workplace stress and anxiety, along with practices that are proven to reduce tension and cultivate calm.

In this episode, we talked about employee wellness and her own struggle with anxiety with Nabeela Ixtabalan, Chief People and Corporate Affairs Officer at Walmart, Canada.

The Gratitude Journal?is your place to find tools to create an all-in culture, at work and at home. So?#Grateful?for a full house at the SIXERS playoff game. The atmosphere was electric! A sense of the world as it was, and will be. It was more fun than any human should be allowed! What are you grateful for today? #leadingwithgratitude?

Chester Elton has spent two decades helping clients engage their employees to execute on strategy, vision, and values. His work is supported by research with more than 1 million working adults, revealing the proven secrets behind high-performance cultures and teams. He and his coauthor, Adrian Gostick are the founders of The Culture Works, a global coaching, speaking, and training company.

Leading with Gratitude,?is available wherever you like to get your books. Visit?Leading with Gratitude?Book?for free resources including videos, podcast episodes, and more, to build a culture of gratitude.