For many of us, most of our days and time is spent at work. Whether on your feet or a sitting at a computer, we spend a considerable amount of our day-to-day communicating with co-workers, management figures, and even customers. Because daily work is such a time-consuming process, it is hugely important to maintain good mental health in the workplace. That may look different depending on who you are, what you value and your personal workplace. However, there are still crucial factors to consider and look for in a supportive work environment.
Now that many of us are working online, management strategy is in a unique place at the moment. Employers are learning how to stay involved with their employees without having it feel like they’re breathing down their necks. Despite some different implications on how communication and employee progress checks take place, using a proactive management style will help all the same.
Management Strategy
For a workplace to be considered a supportive environment, leadership strategy has to take extra steps to ensure their employees are satisfied with their work process. Most notably, focusing beyond just what is not working and intervening only when something is wrong or incorrect. Fixing mistakes and shortcomings is undoubtedly a vital part of any manager’s job, but not the only employee interaction they should be having. When management focuses only on the negative, motivation for a job can be quickly lost, and workplace productivity soon behind it. Work relationships can also be eroded in the process.
If an employee is also struggling with mental health or other extenuating performance issues, this approach to management can lead to worsening of both performance and the employee’s symptoms. Encouraging good performance when demonstrated ultimately leaves a positive impact on an employee no matter their condition, and opens up room for constructive criticism and improvement that feels genuine when something is wrong and needs to be discussed.
Employers can consider this approach an investment in the future quality of a staff member’s work and loyalty. It is more than just an issue of ethics in the workplace. Employees who view their job as fair, have support from their superiors, and feel their efforts are adequately compensated are more satisfied with their workplace experience.
The Effects of a Committed Employee
A study of over 70 conducted research studies suggests a strong correlation between a supportive employer and a productive and happy employee. Seven direct improvement factors can be observed in employees who perceive that employers value their work:
What all these points say when viewed from a broad scope is that an employee who feels their organization cares about them and their work is a more reliable and productive employee. They can be trusted to take on high (but reasonable) workloads, deliver the best version of their work, and work well with their superiors and peers.
People with mental health problems can and often will work despite their deficiencies at a standard rate. However, employees struggling with depression are less likely to respond to a negative reinforcement work strategy and value a supportive environment much more. Leaving room for mistakes and pointing out strong points will leave much more of an impression on someone who is going through a struggle over solely pointing out problems in their work.
What To Do If You Are Stuck
You are not alone if this bad situation sounds familiar to you. Thousands of people consider themselves to be dissatisfied with their workplace and management team. Many choose not to act on it, which is why management reform is slow to come. It’s understandable not to want to act on dissatisfaction, especially because it directly involves authoritative figures, but finding change at some level is also incredibly important.
It will be up to you to consider your options: is it time to try looking for other jobs, or maybe speak up to your boss?
Confrontation is a scary concept to lots of people, but there are communication strategies that don’t have to involve criticism of your boss. Instead of stating, “I don’t like how you do this,” it might be more useful to approach with “I appreciate this kind of feedback,” or “it means a lot to me when you do this.” A reasonable manager will want to hear what you have to say and appropriately adjust their strategy. If you suspect your manager will only respond negatively and blow up, that’s a further red flag that you are working in a negative environment, and it might be time to find a change.
Alternatively, if you have a co-worker who will support you try going with them. That will only give your opinion more weight if you do not want to be alone. Many workplaces have measures in place to provide written feedback as well, both anonymous and not. Using your preference of communication is the key to giving effective feedback, so pursue what feels best to you.
If confrontation is entirely out of the realm of possibilities for you, it’s up to you to decide if it’s worth staying at your job or not. It may seem impossible and take a long time to find a place where you fit in better, but better options are ALWAYS available. Spend some time looking around at other jobs and reach out to other management options and describe your situation. Any good manager that wants to do well by their employees will hear you out and build off of what you’re describing.
Created specifically for those who have loved ones that struggle with addiction.