SINGAPORE — A study conducted in 2022 found that Singapore was the most overworked country in the Asia-Pacific region, with the average worker working 45 hours a week, the Singapore Business Review reported in June last year.
The same study also found that this culture of overwork had left 73 percent of Singaporean employees unhappy and 62 percent feeling burned out.
In September, a separate study jointly released by global professional services firm Aon and health technology services provider Telus Health found that more than half (52%) of workers surveyed in Singapore felt more sensitive to stress in 2022 compared to 2021.
The survey also found that around two-thirds (64 percent) of respondents feared their careers would be affected if their bosses knew about their mental health problems.
These findings speak to a growing work-induced mental health crisis plaguing the workforce – and yet a stigma continues to cloud honest conversations about it.
To combat this, it is increasingly crucial to encourage and foster open conversations about mental health in the workplace, experts say.
“One would address physical health issues like diabetes or cholesterol by seeing a professional, explaining one’s symptoms and making lifestyle changes,” said Ms Sapna Matthews, senior counselor at Eagles Mediation and Counseling Centre.
“We should do the same for our mental health, with open conversations to help us on our mental health journey. »
She noted that employees are sometimes hesitant to talk openly about their mental health, for fear of being discriminated against, missing out on opportunities for advancement or being stigmatized by colleagues.
To that end, having such honest conversations could help create a safe environment for employees, while eliminating the stigma surrounding mental health, said Mr. Sam Roberts, founder and director of Olive Branch Psychology and Counseling Services.
“When employees feel their mental health is valued and supported, they are more likely to be engaged and engaged in their work, which can contribute to higher levels of employee retention,” he said.
HOW TO START WORKPLACE CONVERSATIONS ABOUT MENTAL HEALTH
Although experts generally believe there is no right or wrong time for such discussions, they agree that it would be easier to broach the subject once there is a level of trust or mutual rapport. will have been established.
Beyond that, the extent of disclosure should also be guided by company and team culture, as well as the level at which one feels comfortable with sharing.
“Maintain relationships so you get to know your colleagues better… and determine if and how they are able to support you,” said Dr Cecilia Chu, clinical psychology specialist and consultant at Raffles Counseling Centre.
This could include a better understanding of colleagues’ work styles and attitudes, their life philosophies, their levels of emotional coping and their ability to keep shared information private, she added.
Ms Sapna said: “Before spontaneous conversations about mental health can take place in the workplace, it is also important to establish a work culture that is accepting and aware. »
Companies can consider implementing a mental wellness day or inviting a speaker to share about burnout and other topics related to stress and mental health, she added.
Additionally, leaders can help nurture a psychologically safe team culture, where “difficulties and failures are accepted without issue and what is shared within the team remains private,” Dr. Chu said.
Once this is established, some ways to initiate conversations could be to ask to discuss something personal, in a private space, away from the usual workspace.
Individuals should also think about how they would like to be helped, so they can clearly communicate their requests for the support they need, experts said.
As a general rule of thumb for healthy communication, one can keep in mind “the TAP approach: right time, right approach and right place,” Mr. Roberts said.
You need to find an appropriate time – and a quiet, private space – to have an uninterrupted conversation, he added.
Other practical tips that might be useful to consider in establishing the “right approach” include:
- Don’t disclose more than you are comfortable sharing
- Start by sharing small general thoughts or experiences before diving into more personal details.
- Avoid using “you” statements and instead reframe the conversation using “I” statements. This could help express feelings and experiences, without seeming accusatory. For example, you could say, “I’ve been feeling stressed lately and I wanted to talk about it,” instead of saying, “You’re stressing me out.”
- Instead of focusing solely on the challenges faced, also consider framing the conversation in “a positive light, with a desire to improve and a commitment to working together.”
- Invite the listener to share their thoughts or concerns. This could create a dialogue, rather than a one-way conversation, which would help build overall understanding and empathy.
In general, you should ensure that conversations are “constructive and useful for everyone involved” and avoid turning these shares into an “uploading session” – which might be more appropriate in the context of conversations with friends staff or a therapist, Dr. Chu said. .
An “uploading session” might look like sharing personal details that compromise one’s own privacy, an unregulated display of emotion, and raising issues while expecting colleagues to help them resolve the issues. problems without a clear idea of how they can help, she said. added.
WHAT IF MENTAL HEALTH STRESSORS ARE WORK-RELATED?
Conversations about a person’s mental health issues are even more important when the stressors are work-related, experts said, and addressing them would be essential for well-being and job satisfaction.
“Peers might be helpful in terms of sharing your workload (and reciprocity would also be appreciated on their part), and bosses might be able to adjust your workload or help you iron out difficulties between team members,” said Dr. Chu.
Ms Sapna added: “A good employer would be keen to know how they can adapt your working structure to better support you, so be prepared with this information (about how you would like to be supported) when you wish to speak. »
On tips for approaching the topic of work-related mental health stressors, Mr. Roberts said:
- Identify specific work-related stressors and clearly understand their impact on mental health
- Share specific examples of situations or aspects of work that contribute to a person’s stress, so that it brings clarity to the listener.
- Communicate boundaries and limits if consistently working long hours or facing excessive demands, and express the need for a healthier work-life balance
- Reassure bosses and colleagues of your commitment to maintaining a high standard of work and express your desire to find solutions collaboratively
- Be open to suggestions and discuss potential accommodations that could reduce stress without compromising the quality of work. This could include adjustments to deadlines and workload, or delegations of tasks.
Regardless, experts said it’s important to always keep boundaries in mind when sharing this personal information in the workplace.
This is different from sharing information with a mental health professional, trained to assist in the therapeutic process, while keeping the information private and confidential.
It’s also important not to overload others with information that might be too personal or that might make them uncomfortable and therefore impact colleagues or even team dynamics, Mr. Roberts said .
Ultimately, working within proper workplace rules would help maintain professionalism among colleagues, which is crucial as interpersonal relationships are important for the smooth running of work, said Dr Chu .
