The Relationship Between Mental Health and Employee Engagement

Organizations are increasingly aware of the link between mental health and productivity. The connection between mental health and job performance is well-established, there is less focus on how mental health influences employee engagement—specifically in terms of long-term motivation, innovation, and alignment with an organization’s mission and values.

This article explores the role of mental health in fostering sustained employee engagement, offering insights into why organizations must prioritize mental well-being as a key factor in motivating employees, encouraging innovation, and ensuring long-term loyalty to the company’s mission.

What is Employee Engagement?

Employee engagement refers to the emotional commitment an employee has to their organization and its goals. Engaged employees are motivated, productive, and willing to go the extra mile because they care about the company’s success. Engagement is often measured through factors such as job satisfaction, organizational commitment, and emotional connection to the company’s mission.

Unlike mere productivity, engagement is about a long-term connection to the organization, which involves both intrinsic motivation (e.g., a sense of purpose, passion for the work) and extrinsic motivation (e.g., rewards, career advancement). It’s this long-term, intrinsic drive that organizations are keen to nurture, but it is influenced by several factors—one of the most important being mental health.

How Does Mental Health Impact Long-Term Employee Engagement?

Mental health is much more than the absence of illness—it is a state of well-being where individuals can realize their potential, cope with stress, work productively, and contribute to their communities. When employees feel mentally well, they are more likely to experience high levels of engagement, as mental health influences core aspects of engagement, such as motivation, innovation, and alignment with company values.

1. Mental Health and Motivation

Employees who struggle with mental health challenges often face difficulties in staying motivated, especially when their well-being is not supported by their organization. The mental energy required to manage ongoing stress, anxiety, depression, or burnout can sap the motivation needed to engage with work meaningfully.

A study by Gallup found that employees with low well-being are more likely to be disengaged, less productive, and more likely to leave the company (Gallup, 2020). Conversely, organizations that prioritize mental health and create supportive work environments see employees who are intrinsically motivated to contribute and perform at their best, even when the work becomes challenging.

2. Mental Health and Innovation

Innovation requires creativity, risk-taking, and a sense of psychological safety. When employees are mentally stressed or struggling, they are far less likely to offer creative ideas or take the risks necessary for innovation. Mental health challenges such as anxiety, burnout, or depression can impair cognitive function, leading to decreased problem-solving abilities and a reluctance to engage in brainstorming or ideation.

On the other hand, research indicates that psychological well-being—which includes both emotional and mental health—is strongly correlated with creativity and innovation (Csikszentmihalyi, 1996). When employees feel mentally supported, they are better equipped to engage in innovative thinking and problem-solving, as they have the emotional and cognitive bandwidth to think outside the box.

3. Mental Health and Alignment with Mission and Values

Employees who feel mentally healthy are more likely to connect emotionally to their organization's mission and values. This alignment is crucial for long-term engagement because it fosters a sense of purpose and belonging. When employees experience poor mental health, they may find it harder to see the bigger picture or feel disconnected from the company’s goals, making them less invested in the organization's mission.

A key example of this is seen in companies that actively support mental health initiatives. Research from McKinsey & Company has shown that employees who believe their organization is truly committed to their well-being are more likely to feel aligned with the company’s mission and remain engaged in their work for the long haul (McKinsey, 2022). Companies that integrate mental health support into their culture foster an environment where employees feel valued, respected, and part of a meaningful cause.

The Role of Mental Health Support in Fostering Sustained Employee Engagement

Supporting mental health in the workplace isn’t just about providing access to therapy or offering time off. It’s about creating a culture that recognizes the importance of mental well-being and integrates it into the broader employee experience. Here are several ways organizations can provide mental health support that fosters sustained engagement:

1. Promoting Work-Life Balance Encouraging employees to maintain a healthy balance between work and personal life reduces stress and prevents burnout, which can lead to disengagement. Flexible hours, remote work options, and regular breaks contribute to better mental health, which in turn improves employee engagement.
2. Fostering a Supportive Environment Building a culture where employees feel comfortable discussing mental health issues without stigma is crucial. This can be achieved through awareness campaigns, mental health training for managers, and creating a safe space for open discussions.
3. Offering Mental Health Resources Access to counseling services, mental health apps, and stress management programs can help employees manage mental health challenges before they interfere with engagement. Employee Assistance Programs (EAPs) can also be effective tools in offering confidential support for mental health concerns.
4. Training Managers to Recognize Mental Health Issues Managers play a critical role in detecting signs of mental health issues in employees. By training managers to spot early warning signs of mental distress and provide support or refer employees to appropriate resources, companies can prevent disengagement before it starts.

The Key Point

The relationship between mental health and employee engagement is undeniable. Employees who are mentally healthy are more motivated, more innovative, and more committed to the organization’s mission and values. Mental health should be seen not only as a personal concern but as a key organizational asset that drives engagement and, ultimately, success.

By investing in mental health initiatives and creating supportive, open work environments, companies can nurture long-term employee engagement and retain a workforce that is passionate, productive, and aligned with the company’s goals.

Sources:

• Gallup. (2020). State of the American Workplace Report. Gallup Report
• McKinsey & Company. (2022). The Mental Health and Well-Being of Employees in the Workforce. McKinsey Report
• Csikszentmihalyi, M. (1996). Creativity: Flow and the Psychology of Discovery and Invention. HarperCollins.

About The Author: Dr. Vincenzo Aliberti?is a Transformational Leader, Innovative Problem-Solver, Organizational Change Agent, High-Performance Team Builder, and Mental Health & Wellbeing Advocate. He is the author of 7 books, with his most recent one being Wellness: Timeless Wisdom For Modern Times: Aliberti, Dr. Vincenzo: 9798396477117: Books - Amazon.ca . Please feel free to contact him at [email protected] , or by phone at (403) 700-3399, if you would like to chat about this article. Other topics of interest for Dr. Aliberti include addictions and recovery, intergenerational trauma, personal and professional wellbeing, business strategy, and leadership.

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