Is your business working to address workplace mental health issues among your staff? If not, it could be costing you money and work quality, all while harming workplace morale. Read on to learn more about how stress affects productivity and what can be done to mitigate workplace stress.
For most people, the holiday season is a period to recharge, rest, and reflect on the past 12 months and the coming year. Unfortunately, this isn’t the same for most employees. More than 80% of employees admit to experiencing high stress during the holiday season. Several workplace and non-workplace factors contribute to the heightened stress among employees.
During the COVID-19 pandemic, most enterprises adopted a remote or hybrid working arrangement. However, numerous reports of reduced productivity and diminishing mental health among remote employees had begun to surface. Poor time management is the most likely culprit behind these issues.
Here’s the ultimate time management guide for enterprises and employees with a remote and hybrid working arrangement.
Recent years have seen a rise in the popularity of remote work, especially after the COVID-19 pandemic. While working a remote job comes with flexibility and convenience, it also has its downsides when it comes to mental health. This article explores the loneliness and workplace mental health challenges that come with remote work, as well as ways to overcome them.
Every employer should be concerned about the mental well-being of their employees, especially during the pandemic. Studies indicate a high level of stress and anxiety in the workplace, according to the American Institute of Stress. Here are measures your company can take to promote a positive experience for your remote workers.
Work environments have a substantial impact on mental health, just as mental wellness impacts productivity and teamwork. The Workplace Health Survey found that 80% of U.S. employees attribute workplace stress to affecting relationships and 35% miss 3 to 5 days of work per month due to stress.
There is a distinct line between working hard and burning out. Managers want highly engaged, energetic employees—but often it is those employees, the hardest workers, who, after a few months of running hard on a project hit become deflated or quit.
