How Mental Health Impacts Workplace Dynamics

On World Mental Health Day, with this year’s theme, "It is time to prioritise mental health at work," the conversation around mental health in the workplace has never been more relevant. Samir Parikh, Chairperson of the Fortis National Mental Health Programme at Fortis Healthcare, shares insights on how workplaces can promote mental well-being and tackle challenges like burnout, disengagement and inclusivity. 

Recognising Burnout Early

"Awareness is the first step," Parikh says when discussing how organisations can identify burnout early. He emphasises the need for everyone in the organisation to be equipped with the knowledge to recognise mental health symptoms. "We all need to be aware of the signs and symptoms, be it towards burnout or early detection of mental health issues.” Creating a culture of awareness is the foundation of any mental health initiative. This can be done by encouraging ongoing conversations, offering regular training and ensuring that mental health remains a key focus within the organisation.

But awareness alone isn't enough. "The right kind of intervention" is also critical. According to Parikh, companies should establish support systems that include mental health partners, psychiatric services and helplines. He stresses the importance of creating a "parallel support" structure, both within the organisation and in employees' personal lives, to ensure comprehensive care.

Mental Health At Work

On the much-debated topic of quiet quitting, Parikh offers a balanced perspective. "Job satisfaction and engagement naturally go through their ups and downs," he notes, cautioning against linking the phenomenon exclusively to mental health concerns. "It could be related to aspirations, financial goals, or even the interpersonal dynamics at work."

While burnout and dissatisfaction can certainly contribute to disengagement, Parikh warns against simplifying the issue. "Mental health awareness and intervention are important, but there are many other factors at play when it comes to work.” He urges organisations to look beyond just mental health when tackling employee disengagement and to also consider broader organisational, financial and personal factors.

Performance & Mental Health: A Symbiotic Relationship

In high-stress industries, balancing mental health support with performance expectations is a major challenge. But Parikh asserts that focusing on mental well-being can lead to higher performance levels. "If the collective mental health of an organisation is high, then productivity will be high.” On the flip side, "if mental health is struggling, performance will come down."

He urges organisations to invest in mental health not only to enhance employee well-being but also as a strategy to improve their bottom line. "There is evidence that investing in mental health gives results in your bottom line. The concept of psychological safety is integral to this.” Parikh emphasises the need for leaders to foster a culture where employees feel comfortable discussing their mental health without fear of judgment or retaliation. "Psychological safety means I can talk about my feelings, and they will be accepted in a non-judgmental and empathetic way."

Tackling Stigma 

For any organisation to be truly effective in supporting mental health, stigma must be eradicated. Parikh stresses the role of leadership in this. "It comes from the top down.” Leaders must set an example by being open and supportive of mental health conversations. Team leaders, in turn, should encourage their teams to speak openly about mental health concerns. "If leaders are open, team leaders will follow, and an environment will be created where people can freely talk about mental health."

This top-down approach not only helps break the stigma but also creates a culture of empathy and support. "Inclusivity is a human value.” Whether addressing neurodiverse employees or tackling broader mental health issues, the goal should be to create an environment where everyone feels safe and valued. "We cannot discriminate, be it for neurodivergence, mental health or any other aspect," he says.

Parikh is also a strong advocate for supporting neurodiverse employees in the workplace. "Inclusivity is not just a buzzword; it’s a necessity," he says. Organisations should be proactive in ensuring that neurodiverse employees have the support they need. This involves creating customised support systems that cater to their unique challenges and promoting a culture of acceptance and openness.

Leveraging AI For Support

One of the most exciting opportunities for workplace mental health is the integration of artificial intelligence (AI). "AI in the workplace is the right solution," he says, noting that AI can serve as both a screening tool and a form of psychological first aid. AI-based tools can offer 24/7 support to employees, providing immediate assistance for those in need.

These tools can also provide continuous psychoeducation, helping employees better understand their mental health and offering guidance on how to manage it. He believes that AI-based mental health interventions represent the future of workplace wellness. "It’s not about ticking boxes; it’s about investing with purpose and meaning," he adds.

From early identification of burnout to embracing inclusivity and leveraging technology, there are numerous ways companies can prioritise mental health. And as Parikh reminds us, doing so is not only good for employees but also beneficial for the organisation as a whole.