The connection between Data and Mental health is not always obvious.
On one side, we look at numbers; on the other, we look at people and their feelings.
One could even argue poor mental health is often due to an obsessive attention to numbers (growth) and a lack of interest in the impact this has on humans.
There is, however, data that are our allies. That is the one we focus on at Siffi.
Monitoring our emotions helps us better understand our triggers and how to find a way to get better or ask for the right support. Over the last year, we have noticed that five of the +17,000 mental health issue keywords available in our database kept coming back.
We believe we can only treat the issue when we understand it. We asked our mental health specialist, Anastassia, to help us better understand each of them:
Anxiety
Anxiety is a state of apprehension, tension, and uneasiness that occurs in response to a perceived threat or stressor.
How does it feel like?
It is characterised by physiological symptoms such as increased heart rate, sweating, and trembling, as well as psychological symptoms like excessive worry and fear.
According to Gleitman’s framework, anxiety is understood as both a normal emotional response and a potential indicator of mental health issues when it becomes chronic or overwhelming.
Worrying
Worrying involves the cognitive process of dwelling on potential problems or uncertainties.
How does it feel?
It is a repetitive and often uncontrollable stream of thoughts that focus on negative outcomes or future events. According to Gleitman, worrying is a common aspect of anxiety and can be seen as a maladaptive attempt to cope with stressors, where the individual feels a lack of control over potential threats.
Tiredness
Tiredness, or fatigue, is a state of physical and mental weariness that results from prolonged exertion, lack of rest, or emotional stress.
In Gleitman’s discussions, tiredness is not only a physical condition but also linked to psychological factors, such as stress, anxiety, and depression, which can exacerbate the feeling of exhaustion.
Sadness
Sadness is an emotional state characterised by feelings of sorrow, disappointment, and despondency.
It can be a normal response to loss or adversity but can also be a symptom of depression when persistent and severe. Gleitman emphasises the importance of distinguishing between normal sadness and clinical depression, noting that while sadness is a temporary emotion, depression involves a more sustained and debilitating state of low mood and lack of interest in life.
Trouble Concentrating
Trouble concentrating refers to the difficulty in maintaining attention and focus on tasks or activities.
This symptom is commonly associated with various psychological conditions, including anxiety and depression. Gleitman discusses how cognitive disruptions, such as trouble concentrating, can result from heightened emotional states, where the mind is preoccupied with intrusive thoughts or overwhelming emotions, thereby impairing cognitive function and task performance.
What to do about it?
If you notice that these key words keep coming back within your company, don’t panic and don‘t try to change everything at once. But do take it seriously.
The first thing to do is to observe and listen. Start by asking your employees for honest feedback and slowly get deeper into the data and try and understand where the company can do better.
Then it’s time to implement some new actions, tools, or services, such as:
Mental Health Support
- Provide access to counseling services.
- Allow employees to take mental health days.
- Provide access to resources like books, articles, and online courses on managing anxiety and improving mental health.
- Host workshops and seminars with mental health professionals.
- Offer mindfulness or meditation sessions during work hours.
- Introduce mindfulness practices such as meditation or yoga sessions to help reduce stress.
- Train managers to be supportive and understanding of their team’s mental health needs.
- Conduct regular one-on-one meetings to discuss any concerns and provide support.
Workload Management
- Ensure workloads are manageable and evenly distributed.
- Set clear and realistic expectations for tasks and projects.
- Help employees prioritize tasks to manage workload more effectively and reduce feelings of being overwhelmed.
- Provide training on time management techniques to help employees work more efficiently.
- Avoid excessive overtime and encourage employees to disconnect after work hours.
Flexible Work Arrangements
- Allow employees to work from home when possible.
- Implement flexible working hours to accommodate different personal schedules.
- Encourage employees to take regular breaks to rest and recharge.
Physical Workspace Improvements
- Create quiet zones or rooms where employees can take breaks away from noise and distractions.
- Provide ergonomic office furniture to promote physical comfort.
- Maximize exposure to natural light in the workplace.
- Incorporate plants or green spaces to create a more invigorating and relaxing environment.
Health and Wellness Programs
- Offer on-site fitness programs or gym memberships.
- Provide mindfulness or meditation sessions during work hours.
- Offer workshops on sleep hygiene and the importance of adequate sleep.
- Promote the importance of good sleep habits and discourage a culture of long working hours.
Nutrition and Hydration
- Provide access to healthy snacks and beverages to maintain energy levels throughout the day.
- Ensure there are ample opportunities for employees to stay hydrated with water stations or bottled water.
Training and Development
- Offer training sessions on stress management techniques.
- Encourage continuous learning and professional growth to boost confidence and reduce anxiety related to skill gaps.
- Offer training programs to improve skills and increase confidence in their abilities.
- Provide training on resilience and coping strategies to help employees manage worry more effectively.
- Provide opportunities for professional development and career growth to give employees a sense of purpose and direction.
Positive Work Environment
- Foster an open and supportive communication culture where employees feel comfortable discussing their concerns.
- Recognize and reward employees for their achievements and contributions.
- Organize team-building activities to foster a sense of community and support.
- Encourage social connections through regular team-building activities and social events.
Leadership and Management Practices
- Train managers to be empathetic and supportive of their team’s emotional needs.
- Conduct regular check-ins to address any issues early and provide support.
- Encourage leaders and managers to model healthy work habits and promote a culture of well-being.
- Foster a supportive and understanding workplace where employees feel comfortable discussing fatigue and seeking help.
Open Communication and Transparency
- Provide regular updates on company performance, changes, and future plans to reduce uncertainty.
- Implement feedback mechanisms where employees can voice concerns and receive timely responses.
- Ensure that roles and responsibilities are clearly defined to avoid confusion and uncertainty.
- Set achievable goals and milestones to give employees a clear sense of direction and accomplishment.
Addressing Trouble Concentrating
- Optimize the work environment by creating designated quiet zones or rooms free from distractions.
- Provide ergonomic office furniture to enhance comfort and reduce physical strain.
- Help employees prioritize tasks to focus on high-impact work.
- Set clear and achievable goals to prevent overwhelm.
- Encourage the use of techniques like the Pomodoro Technique, which involves working in focused intervals followed by short breaks.
- Promote time blocking to allocate specific times for different tasks.
Of course it is not possible to implement all of the above, and neither should you.
Each issue and each company will have its own way of solving a situation. We advise you to use this list as a tool box to pick suggestions from in time of need base on your employees feedback.
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SOURCE:
Gleitman, H., Gross, J. J., & Reisberg, D. (2010). Psychology, 8th Edition (8th ed.). W. W. Norton & Company.
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