How Employees’ Affective Lives Shape Performance: Why Companies Need to Take Action

It’s no secret that employee well-being is critical to business success. However, many companies fail to recognise just how deeply interconnected employees’ affective lives — their emotions, relationships, and mental health — are with their professional performance. When organisations neglect this aspect of employee well-being, the consequences are stark: increased absenteeism, higher turnover rates, plummeting productivity, and a decline in overall mental health. These issues directly impact the bottom line and, over time, can lead to reputational damage—even the dreaded label of being the “worst company to work for.”

To foster a thriving workplace, leaders must embrace tools and strategies that help employees navigate challenges in all areas of their lives. After all, the stressors employees face, be it financial strain, relationship challenges, or personal health, are cumulative. They don’t exist in isolation; workplace stress only adds to the load.

This compounded stress becomes a silent productivity killer unless addressed proactively.

Stress is Stress: Why Compartmentalisation Fails

While some stress can motivate, excessive stress is dangerous, particularly when compounded by personal struggles. Many companies operate under the false assumption that employees can compartmentalise their personal and professional lives. However, research indicates that stress doesn’t recognise such boundaries. Home, financial, and workplace stress all draw from the same mental and emotional reserves, leaving employees depleted and less effective.

One major contributor to employee well-being is the quality of their personal relationships. Drawing from attachment theory, which highlights the importance of secure emotional bonds, it’s clear that relationships are as fundamental to human survival as food and water. A relational void or strained personal connections can exacerbate stress and depression, further reducing workplace engagement and satisfaction. Simply put, employees’ affective lives matter, and companies that ignore this are missing a critical piece of the performance puzzle.

Moreover, bad moods stemming from a toxic home environment can directly affect colleagues and team dynamics. Just as we witnessed the rapid spread of COVID-19, emotional states—positive or negative—can spread throughout a workplace, impacting morale, collaboration, and results. We are all interconnected, and ignoring this interdependence risks creating a toxic cycle that diminishes productivity and workplace culture.

Awareness is Half the Battle: Educating for Emotional Health

As neuroscientist and leadership coach Dr. Tara Swart has aptly stated, “Awareness is already half the work done.” Building awareness about the interplay between personal and professional stress is a crucial first step for organisations aiming to support their employees holistically. This requires implementing mental health and mindfulness education programmes tailored to address both work-related and personal challenges.

Here’s how companies can take actionable steps:

1. Create Informative Sessions

Host regular sessions to educate employees about the connection between mental health, personal relationships, and workplace performance. These sessions can cover topics such as stress management, emotional regulation, and relationship dynamics.

2. Expand the Scope of Workplace Support

Go beyond offering support for work-related issues. Encourage employees to seek guidance for challenges at home. This could include providing access to counsellors or psychologists trained in addressing both professional and personal stressors.

3. Offer Relationship-Focused Workshops

Relationships are a cornerstone of emotional well-being. Offer workshops on relational “superpowers” such as empathy, deep listening, giving and receiving feedback, and taking mindful pauses before reacting to a partner’s behaviour. These skills don’t just improve workplace interactions; they can also be applied at home, helping employees build stronger personal relationships.

Role-playing exercises during these workshops can make the training more engaging and practical. For instance, employees can practice difficult conversations or learn how to set boundaries effectively. These experiences can empower them to make healthier decisions in their relationships, which can directly impact their mental health and work performance.

4. Foster a Culture of Open Dialogue

Encourage a workplace culture where employees feel safe sharing their challenges. Train leaders and managers to recognise signs of emotional distress and to respond with compassion and support. This builds trust and reduces the stigma around seeking help.

Why This Is Relevant for Your Organisation

The stakes couldn’t be higher. With mental health declining globally, employees need workplaces that prioritise their holistic well-being. Organisations that invest in these initiatives will see multiple benefits, including:

• Reduced Absenteeism: Employees are less likely to call in sick or take unplanned leaves when supported.
• Lower Turnover Rates: Employees who feel cared for are more loyal and less likely to quit.
• Improved Productivity: A mentally healthy workforce is more engaged, creative, and efficient.
• Enhanced Employer Reputation: Companies prioritising employee well-being attract top talent and are less likely to face reputational damage.

Final Thoughts

Your employees are the foundation of your enterprise. By addressing their affective lives, including their relationships, mental health, and personal challenges, you’re investing in their well-being and the long-term success of your organisation.

Start small but think big: Implement workshops, foster awareness, and create an open culture where employees feel genuinely supported.

You are welcome to reach out if you’d like to discuss ways to support your team’s mental health and relational well-being.?

Warmly, Ellen Mouton

www.ellenmouton.com