Strategies for a Healthier Workplace
Workplace wellbeing is more than just a business buzzword; it’s an urgent priority. With rising burnout rates, mental health struggles, and record-low employee engagement, it’s clear that the old ways of managing workplaces aren’t cutting it. I’ve seen this firsthand, both in leading teams and confronting my own mental health challenges. The good news? Change is possible—with the right strategies and mindset.
This article explores what’s driving these challenges, where organisations often go wrong, and how incorporating strategies to support and build self-esteem can transform workplace wellbeing for both employees and leaders.
The Decline in Employee Engagement and Wellbeing
Employee disengagement is no longer a trend; it’s a crisis. Recent data paints a troubling picture:
United Kingdom
- Only 10% of employees are engaged in their jobs in 2023, costing the economy over £257 billion annually.
- Declining job satisfaction is prevalent; one in 10 employees lacks confidence in their leadership.
- High anxiety levels persist, with 23.4% of adults reporting significant stress between 2022–2023.
United States
- Employee engagement has dropped to its lowest level in a decade, with only 31% of employees feeling engaged in their work.
- Younger employees under 35 report the steepest drops in satisfaction.
- Overall, life satisfaction for U.S. employees has declined to just 34%, with only 34% considering themselves “thriving.”
The Business Impact of Poor Wellbeing
Low engagement and wellbeing levels don’t just harm individuals; they significantly impact organisations. Disengaged employees lead to reduced productivity, higher absenteeism, and turnover rates. Businesses cannot afford to ignore these issues, yet many wellness efforts fall short. Why? Because they fail to address the root causes of employee dissatisfaction.
Why Traditional Wellness Programs Fall Short
The rise of corporate wellness programs has not solved the problem. While the global wellness industry is valued at nearly $60 billion and is growing (expected to reach $130 billion by 2034), many initiatives focus on surface-level perks, such as mindfulness apps, fitness challenges, and in-office yoga.
These approaches, though well-meaning, often miss systemic issues such as heavy workloads, poor leadership, and lack of autonomy. Actual change requires deeper solutions.
11 Steps to Building Wellbeing at Work
To tackle the crisis in workplace wellbeing, organisations must go beyond superficial fixes. Creating an organisation focused on building self-esteem provides a robust bedrock for fostering a culture of meaningful support, resilience, and purpose:
1. Living Consciously
Encourage employees to stay present and aware of their thoughts, emotions, and goals. Create a culture where mindfulness is tied to enhancing real workplace challenges, such as discussing workloads openly and proactively addressing burnout.
Practical Steps
- Host regular one-on-ones where employees can reflect on their workload and goals.
- Provide tools for mindfulness and clarity, like journaling templates or team wellness moments.
2. Self-Acceptance
Recognising one’s strengths and limitations is critical to building confidence. I know from personal experience how vital it is to accept where you’re at mentally to begin creating positive change. Companies, too, can embed this practice.
How to Support
- Offer mental health resources, including access to therapists.
- Normalise honest conversations about mistakes, fostering a learning mindset.
3. Self-Responsibility
Employees thrive when they feel their work matters and they have control over their roles. Foster a culture where responsibility is balanced with the tools and trust needed for success.
Action Items
- Implement systems that allow employees to take ownership of projects and decisions.
- Provide clear objectives but trust teams to achieve them their way.
4. Self-Assertiveness
Creating a workplace that prioritises voice and contribution will empower employees to advocate for themselves effectively. Assertiveness is not aggression; it’s giving people the confidence to speak their truth without fear of backlash.
How to Build It
- Train leaders to encourage open dialogues and value diverse opinions.
- Establish anonymous feedback channels to ensure everyone is heard.
5. Living Purposefully
Nothing transforms wellbeing like finding purpose. Employers must connect roles to meaningful outcomes, helping employees see the impact of their work.
Practical Ideas
- Highlight how individual contributions align with the company's overarching goals during meetings.
- Reward creativity and progress with recognition programs.
6. Personal Integrity
Consistency between values and behaviour builds trust. When employees see integrity in leadership and their colleagues, they feel a sense of connection.
Embed Integrity
- Uphold consistent company values across all decisions, from hiring to daily work culture.
- Support employee development programs that align with both personal and business ethics.
7. Building a Culture of Psychological Safety
Psychological safety allows employees to express themselves
without fear of judgment or retaliation. It encourages innovation, builds
trust, and drives engagement.
- How:
- Encourage
open feedback and dialogue without fear of punishment.
- Train
leaders to create inclusive and empathetic environments.
- Celebrate
team efforts, mistakes, and learning moments.
- Build
a culture that celebrates success, rather than focusing on politics and hierarchy.
8. Giving Employees More Autonomy
Micromanagement undermines productivity and confidence.
Employees thrive when they have control over their decisions and their day.
- Practical
Steps:
- Implement
flexible work hours and remote work options.
- Trust
employees with decision-making and project ownership.
- Set
clear objectives but allow them to determine their preferred path.
- Show
some empathy. As Josh Graff, Head of LinkedIn UK, says, 'Try walking a
mile in someone
else's shoes' from time to time.
9. Fostering Resilience and Self-Leadership
Building resilience to stress empowers employees to take
charge of their personal well-being and professional development.
- Action
Plan:
- Provide
resources for personal growth, such as access to leadership podcasts,
online courses, or mentorship programs.
- Encourage
self-care initiatives and prevent overwork.
10. Reshaping Work to Provide Meaning
Employees perform better when their work aligns with their
values and feels purposeful.
‘If you find a
why, then you can bear any how’
Victor Frankl's Man’s search for meaning’
- How
to Add Meaning:
- Help
employees see how their role contributes to broader business goals.
- Focus
on recognition programs that celebrate results, effort, and creativity.
- Bring employees into decision-making processes to deepen their connection to the company.
11. Embedding Self-Compassion
Psychologist Kristin Neff’s research emphasises
self-compassion as a foundation for well-being:
- Self-Kindness -
Encourage employees to treat themselves with the same care they show
others.
- Common
Humanity - Help teams understand that mistakes and failures are
universal.
- Mindfulness - Create spaces for reflection, such as workplace mindfulness programs tied to real-life issues.
Mental Health Support: The Non-Negotiable
The mental health crisis in workplaces needs urgent attention. From the UK’s £257 billion lost in productivity to the U.S.’s rising depression rates, ignoring this issue costs more than implementing meaningful change.
Practical, Measurable Steps
- Offer employees dedicated mental health days.
- Provide access to peer support groups and therapy through company benefits.
- Train managers to recognise signs of burnout and respond compassionately.
From my own challenges with mental health at work, I’ve seen the power of patience—not just personally but also in team dynamics. There are no quick wins here. Real change takes time, but it is well worth the effort.
I speak from experience. Over twenty years ago, I entered recovery from substance abuse while battling anxiety and depression. The path wasn’t easy, but it coincided with my career progression and helped me understand the importance of addressing mental health proactively.
In recovery, I married, had two children, took an MBA, and moved to the USA for ten years to build my career. I still consider all of these to be the best decisions of my life. They have helped me build up my own self-esteem. As they say, 'if you want better self-esteem, do esteemable things'.
I do feel fortunate. Not everyone has had the growth opportunities that I have had. Judging from the employee engagement numbers I shared, I must be at least in the top 5% of most engaged employees in the UK and in the top 10% in the USA.
But then again, for over twenty years now, I have thought deeply about my 'happiness action plan'. I have implemented it for many years now.
Productive, fulfilling work has always been one of my key goals, alongside good mental health, and strong relationships with my family and friends. I know from research that these are the key drivers of happiness.
But from my journey, and where I am today, I also have strong personal evidence that this approach works. There's no doubt in my mind about that.
Like many professionals, I’ve faced challenges in the workplace. But over the years, I’ve developed strategies to live a happy and productive life while maintaining excellent mental health.
My experience underscores that while the problem is complex, solutions are achievable. They require effort, support, and understanding on an individual and organisational level.
One of the first strategies I learned, over twenty years ago, was setting boundaries. It's crucial to create a balance between work and personal life, which can be challenging in today's fast-paced, technology-driven world.
Setting boundaries means being able to say "no" when necessary, delegating tasks, and taking breaks from work to recharge. This helps prevent burnout and allows for quality time with loved ones, as well as pursuing hobbies and interests outside of work.
Another important aspect is communication. Open and honest communication is essential in any relationship, including the one with your employer or colleagues. It's okay to express your concerns or ask for support when you need it. In fact, sharing your struggles openly together (without fear of reprisal) will help you find better solutions more quickly.
Turning the Crisis into an Opportunity
Addressing wellbeing is more than an ethical priority; it’s a way to build competitive advantage. Employees who feel valued, supported, and have a sense of purpose are more engaged, creative, and loyal.
I feel a massive sense of purpose in my career since I have found something I'm passionate about. Enjoying what you do, and having a healthy support network, is the key to having incredible resilience.
The wider mental health crisis
Over the past 10 to 15 years, mental health challenges have escalated significantly in both the UK and the US, affecting adults and young people alike.
United Kingdom
- Youth Mental Health: From 2017 to 2022, probable mental disorders among 17 to 19-year-olds rose from 10.1% to 25.7%. CYPMHC
- Between April 2023 and March 2024, very urgent adult referrals to mental health crisis teams in England more than doubled, rising from 1,400 to 3,063 cases. This sharp increase reflects escalating mental health emergencies and highlights the strain on already overstretched services. The Guardian
- The Prince's Trust Youth Index reports that happiness and confidence levels among young people in the UK have reached their lowest levels since the survey's inception. In 2020, 26% of young people felt "unable to cope with life," a figure that rose to 40% among those not in employment, education, or training.
- In 2023, England and Wales recorded 6,069 suicides, equating to 11.4 deaths per 100,000 people—the highest rate since 1999. Notably, male suicide rates increased to 17.4 per 100,000, and female rates reached 5.7 per 100,000, marking the highest female rate observed since 1994. Office for National Statistics
United States
- Depression Rates: The prevalence of past-year depression increased from 7.3% in 2015 to 9.2% in 2020. PMC
- Suicidal Thoughts in Young Adults: Between 2008 and 2017, the rate of young adults with suicidal thoughts or other suicide-related outcomes increased by 47%. American Psychological Association.
- Youth Mental Health Crisis: Between 2014 and 2024, the suicide rate for Americans aged 10–24 rose by 56%, with particularly sharp increases among Black youth and adolescent girls. Wikipedia.
Take Action Today
Whether you're a business leader, HR professional, or employee, there’s a role you can play in prioritising workplace wellbeing. Start by evaluating your company's mental wellbeing and that of its employees. What can you improve? What’s missing?
But most of all, look at yourself. Are you happy? Are you working at your best potential? Are you in the right environment to produce your best work? If not, take immediate action! It's too important to delay, or procrastinate over.
Creating a healthy workplace culture isn’t just good for employees; it’s essential for business success. Together, we can solve this crisis by making wellbeing a shared priority.
“A culture that systematically ignores, devalues, or frustrates the need for self-esteem will sooner or later pay the price in the form of apathy, absenteeism, poor performance, or burnout.”
Nathaniel Branden
Further reading: Jeremy Thomas 'How to stay sane in an insane world' - I am friends with Jeremy. I facilitated the refresh of his excellent new website with a brilliant designer with whom I've worked for many years.
Or check out my HR, Talent Acquisition, & Culture website.
