The collection of values and practices that guide the actions within an organization is collectively called “organizational culture.” All the members within an organization should feel connected with this collection of values which will lead them to act along the lines of their culture, reflecting in positive habits and eventually a positive performance. A good organizational culture can come off as an abstract concept but it is reflected in how a manager corrects their workers or how a CEO responds in a time of crisis. Trust, accountability and collaboration are values that reflect a great organizational culture, but what happens when you find yourself in a workplace where this is not the case? 

Knowing how to recognize the red flags of a poor organizational culture can be difficult, but a big sign is when the company itself does not act according to its values. For example, if one of their core values is honesty but the company promotes dishonest behaviors within their managerial processes, then that’s a sign. According to Harvard Business Review, many managers become aware of their team member’s mental health issues only when they investigate poor performance. The same source confirms that, in 2021, 84% of people surveyed agreed that there was at least one workplace factor that negatively impacted their mental health, the main reason was the feeling of being emotionally drained and overworked. These feelings can lead to multiple mental and physical health issues. 

According to Mayo Clinic, the consequences of job burnout include excessive stress, fatigue, insomnia, sadness, heart disease, and vulnerability to illness. All of these factors can contribute to developing high levels of anxiety and depression. Here are some action steps an organization should follow to prevent mental health issues among their employees. 

#1 Allow flexibility

Most people have no issue with working a 9 to 5 job, but that’s not the case for some people going through mental health problems. As a lack of sleep contributes to their issues, allowing a flexible working schedule is a significant opportunity to retain your staff members. This will decrease their feeling of being overwhelmed and, with time, will lead to a boost in productivity. 

#2 Focus on positive outcomes

Reinforce their success and celebrate small victories regularly. This will create a feeling of progress, which is something that people with depression lack. This will work as regulatory abilities and will help that person cope with their depressive state. Think of creative ways to celebrate these victories, like taking a personal day or planning a fun group activity. 

3# Be a good leader

One of the most important qualities of a leader is being a good listener. In order to be one, you must have clarity, focus, and awareness which will lead to a mindful state of mind. In order to be supportive towards others, we have to be well within ourselves. If you’re serious about becoming a great leader, I encourage you to read A Course in Leadership where I share 21 Spiritual Lessons on Power, Love and Influence. 

-Dr. Maria Church

Dr. Maria Church is a professional speaker and CEO of Government Leadership Solutions, a woman-owned, minority-owned, boutique consulting firm with over 25 years of experience in developing and delivering creative and effective Organizational and Leadership Development programs to local governments.

She may be reached at Maria.Church@GovernmentLeadershipSolutions.com.

Sources: 

https://hbr.org/2020/01/how-to-manage-an-employee-with-depression?registration=success

https://hbr.org/2021/10/its-a-new-era-for-mental-health-at-work\

https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642

https://www.sciencedirect.com/science/article/abs/pii/S0272735816301039?via%3Dihub