Main factors contributing to high stress and poor mental:

 Work-related causes
 Environmental causes
 External factors

Solutions to improve employee well-being and productivity:

 Improving workload management

 Fostering a supportive workplace culture
 Providing mental health support programs

Purpose of this report:

 This report provides an overview of the main factors affecting employee mental
health, productivity, and workplace engagement.
 It also proposes feasible measures to enhance and support employees' mental well-
being, along with an evaluation of the effectiveness and limitations of these measures.

This report identifies the factors contributing to high stress and poor mental health among
employees. It also proposes feasible solutions to improve employee well-being and
productivity. High workplace stress is currently a widespread issue, affecting work
productivity and diminishing employee satisfaction and commitment to their company. This
stress can stem from excessive workloads or a lack of support from managers and colleagues.
Additionally, economic fluctuations impacting financial resources and societal crises, such as
the COVID-19 pandemic, have contributed to increased anxiety and depression among
employees. The greatest support for improving workplace health largely comes from the
work environment itself, including fostering a positive and healthy atmosphere and providing
effective time management skills for employees.

Problem Description

Stress in the workplace is currently a common problem in the workplace. If this situation
persists for a long time, it will lead to employee burnout, causing negative impacts on life and
society.

Work-related stress can be identified by workload, inappropriate time management, lack of

support from colleagues, or influences from social upheavals. According to World Health
Organization (2020), the causes of workplace stress can be generally categorized into those
related to job content and those associated with the work environment. As can be seen in
Figure 1, excessive workload is a vital factor leading to burnout in the workplace, accounting
for 73%. Meanwhile, insufficient encouragement from the work environment and reduced
concentration at work are the next most significant factors, representing 33% and 31%,
respectively.

According to Attridge (2017), insufficient mental well-being has detrimental effects on both
individual health and organizational performance. Burnout is associated with an increased
risk of depression, which can exacerbate suicidal ideation and self-harm behaviors.
Furthermore, workers that experience protracted burnout may see a decline in output and
performance (Attridge, 2017). People often feel demotivated, insecure about their careers,
and less committed to the company if they do not receive positive help from their workplace
to better their wellness situation.

Figure 2 illustrates that approximately 13% of individuals experiencing severe stress have
reported thoughts of suicide or self-harm.

Problem Context

Stress culture as a culture of most companies, is often seen as a driving force to promote
employees to develop and innovate themselves (Soomro et al., 2020). However, the health of
people will suffer if this circumstance persists for an extended period of time.

An environment that is supportive of happiness among employees and promotes life balance
is essential. Workplace culture often includes the working conditions, employee interactions,
leadership qualities, and overarching business strategy. Employee engagement and stress
levels are greatly affected by an encouraging work environment, according to research by
Marenus et al. (2022). A company culture that prioritizes performance over employee
happiness and well-being will lead to more employee burnout, reduced efficiency, and a
negative effect on long-term employment retention.

The data from Figure 3 reveals that a significant portion of employees, approximately 62%,
are likely to quietly disengage from their jobs. The absence of a sustained dedication from
these staff members would imply that they would put in not much effort at work.

The COVID-19 pandemic is a significant factor in lower employee engagement and higher
anxiety due to job stress. Singh (2020) asserts that although the immediate effects of COVID-
19 have passed, the lack of support and its impact have left enduring consequences,
exacerbating workplace stress and making it an increasingly severe issue. Besides from the
negative effects of lockdowns and social isolation, COVID-19 has also had a major negative
influence on workers' health, raising the prevalence of depression and other mental health
issues (Hamouche, 2020).

Financial instability is another situation that causes constant stress and anxiety for workers, as
does the unpredictability of the global economy. This stress comes from many sides,
including inflation, rising interest rates or stagnant pay compared to inflation (CNBC.com,
2023). According to a survey by PwC in 2023, up to 57% of employees said that the first
pressure that causes them stress is about financial issues. Furthermore, employees with high
wages are also under pressure from financial anxiety. Financial stress not only lowers
productivity but also causes employees to quit, lose interest in their work, and make it harder
for them to interact with coworkers (Wells, 2022).

Workload When a person's ability to handle expectations and workload exceeds their
capabilities, they may experience work-related stress (Better Health, 2012). Tight deadlines
and unreasonable expectations on a work that are beyond the capabilities of a person may
lead to stress. Companies frequently set unreasonable targets with short deadlines without
taking into account the resources of their staff, motivated by expansion goals or competitive
pressures. It therefore may result in higher absenteeism, more stress, and a general decline in
worker wellbeing (Pink, 2009/2018). Poor Time Management Poor time management skills
can cause employees to take on more work than they can handle, as they struggle to prioritize
tasks effectively. The workload will become chaotic and difficult to arrange, blurring the
boundaries of work with social relationships. This will create an overload of information for
employees, affecting communication in teamwork as well as reducing productivity for the
company (Mata et al., 2021).

In addition, poor time management not only in work arrangement but also in life negatively
affects health problems and concentration levels of employees, typically lack of sleep and not
being able to arrange rest time. Lack of Support Low levels of support from managers and
coworkers will lower employee engagement and satisfaction. This support can come in
various forms, including emotional and practical assistance. For example, during the COVID-
19 pandemic, when people had to work from home, Zeeburg (2022) found that 48% of
individuals felt they did not receive emotional support from colleagues and management in
the isolation environment, which increased pressure and led to burnout, reducing engagement
with the current job. Furthermore, the function of a management and creating a corporate
culture are crucial. Gallup (2024) also indicates that managers will see a rise in employee
turnover intentions when they are unable to foster staff engagement.

According to Sull et al. (2022), toxic environmental factors are identified as stemming from a
harmful corporate culture and instability in the workplace. In their paper, MIT Sloan
conducted a survey on the reasons behind employees’ intentions to leave their jobs and found
that toxic cultural factors were 10.4 times more significant than salary and benefits. A toxic
environment is characterized by a lack of diversity, equity, and inclusion; failure to recognize
and value employees; and workplace bullying. Employees who do not receive support or
struggle to communicate with management may become more disheartened and anxious in
their work environment. Moreover, the function of a management and creating a corporate
culture are crucial. Gallup (2024) also indicates that managers will see a rise in employee
turnover intentions when they are unable to foster staff engagement. Lack of encouragement
and recognition from managers for employees’ efforts will increase dissatisfaction and
decrease productivity

Economic instability and social upheavals also raise employees' anxiety and stress levels.
According to Giorgi et al. (2015), economic crises have led to unemployment and extreme
stress for employees. During these periods, employees face high demands and pressure to
perform and maintain productivity to ensure the company's stability. The impact of
pandemics and social upheavals also increases the risk of depression and reduces employees'
mental health, as seen during the COVID-19 pandemic. According to a study by Maqsood et
al. (2021), the primary stressors during the pandemic were salary reductions and remote
work. When COVID-19 struck, organizations faced severe economic crises, forcing them to
cut salaries and expenses, leading to unemployment and bankruptcies. Another significant
factor was remote work. According to a survey, 53% of remote workers reported feeling
disconnected from their colleagues, experiencing blurred lines between personal and work
time, which led to depression and a loss of motivation (Parker, 2023). The sudden change in
the work environment and lack of prior training made it difficult for employees to balance
their lives. Furthermore, the loss of direct interaction with colleagues reduced employee
motivation, leading to stress and burnout

Time management skills are crucial for helping employees allocate their time effectively.
Training employees in time management enhances productivity and reduces job overload
(Symonds, 2023). Companies can implement programs to train employees in these skills,
emphasizing their importance and suggesting measures to address distractions during work.
Additionally, Harris (2023) recommends providing mentorship, establishing peer support
groups, and creating an environment that encourages balancing rest and work. Evaluation:
This approach can help mitigate increased stress levels among employees caused by
workload overload, and improve productivity through effective time management. Programs
implemented by the company will enhance its credibility, while boosting productivity and
creating a safe and reliable work environment in the future.

Developing an inclusive and diverse corporate culture that fosters employee growth is
crucial. Businesses and managers should actively encourage and recognize employees'
achievements and contributions. Effective communication within the workplace is vital;
managers should listen to and acknowledge employees' feedback to create suitable
development plans, enhancing productivity and job effectiveness (Symonds, 2023).
Additionally, fostering healthy communication and support among colleagues can
significantly enhance employee well-being and reduce job-related stress Evaluation: This
approach aims to enhance workplace engagement, increase employee satisfaction, and boost
productivity. However, it requires building long-term connections among employees and
necessitates cooperation from all members of the workplace.

Providing mental health support programs is also an effective method to enhance employee
engagement with the workplace. Companies can offer resources to improve mental well-
being, such as psychological counseling services, bringing in health experts to the workplace,
and proposing solutions to the issues employees face. Richmond et al. (2017) recognized that
implementing Employee Assistance Programs (EAPs) has significantly reduced anxiety and
depression in the workplace. Evaluation: This approach aims to address employee anxiety
and stress, improving workplace well-being and happiness. It is an effective measure, but it
requires significant investment from the company. Additionally, a long-term financial plan
must be developed to sustain these support programs.

Businesses should concentrate on creating a positive and harmonious work atmosphere based
on the doable steps mentioned. It would be more beneficial for businesses to focus on
creating policies and training materials that highlight teamwork, employee feedback, and
incentive. Businesses may develop a strong, positive company culture that not only attracts
great talent but also keeps it by fostering an environment where people support one another.

In summary, the main issues leading to diminished mental health among employees typically
include factors related to the job itself, issues within the workplace environment, and external
factors such as the COVID-19 pandemic. To mitigate and improve employees' mental health
and address negative impacts such as depression and burnout, companies should equip
employees with essential time management skills to balance work and personal life.
Additionally, implementing support systems for employees and regularly assessing and
enhancing workplace culture can boost employee engagement, satisfaction, and overall work
effectiveness.