Psychological wellbeing and work: what does it mean and what role do companies play?

When it comes to psychological wellbeing and the world of work, it’s easy to fall into the clichés of stress management, physical exercise and meditation.

That’s because distress is often considered an individual problem, to be addressed individually.

The reality, however, is more complicated and more interesting. In fact, people’s psychological wellbeing depends significantly on the work environment. And the company shapes that environment.

1. What do we mean when we talk about “psychological wellbeing”?

Talking about psychological wellbeing in the workplace doesn’t mean talking about happiness or the absence of hardship. It is something more specific: it means facing workdays without them systematically consuming your energy and your sense of self.

This wellbeing is reflected in clear signs: going home without feeling overwhelmed, being able to sleep without bringing work to bed with you, feeling that what you do actually makes sense, even on the hardest days.

According to World Health Organization estimates, work-related anxiety and depression cost the global economy around 1 trillion dollars a year. This figure has us thinking.

2. The main factors that impact psychological wellbeing

Numerous studies on psychological wellbeing in the workplace have identified some factors (besides a healthy work environment) that affect the ability to feel psychologically at ease while carrying out daily tasks.

What aspects should you pay attention to?

2.1 Clarity about what is expected of you

Knowing exactly what you have to do, when you have to do it, and the criteria that will be used to evaluate your work can significantly reduce stress. It is not because the job becomes easier, but because it removes that subtle form of anxiety that comes from uncertainty: Am I doing the right thing? Am I doing enough?

Companies that work on this by providing clear instructions, defined goals and regular feedback are already doing a lot for their people’s wellbeing.

2.2 Alignment between your role and your professional skills

A lack of continuity between the skills you’ve built over years of study and what you end up doing every day can cause frustration.

Being able to apply what you’ve learned in practice by carrying out tasks within your area of expertise, having your skills recognised, and knowing that your work contributes to both your professional growth and the company’s results, changes your perception of your own value and motivation. That’s why it is so important. 

2.3 The relationship with your supervisor

The quality of the relationship with your direct manager has a greater impact on psychological wellbeing than any benefit.

It is not about having a “fun boss”: it is about working with someone who gives honest feedback, who values your work, and who does not shift pressure downwards when things go wrong. Training people with management responsibilities in these areas is one of the most powerful tools a company has. If you want to know more, you can also read “What is participative leadership? The De Nora example”.

2.4 Having the opportunity to tell how you actually are

In many work environments, admitting to be facing some difficulties is still perceived as a risk. The fear is to result in being less reliable, less solid or not up to the standards. So distress is held in and problems that could have a solution at the beginning, become serious and complex situations. Companies that manage to create cultures and workplaces where people can openly report a hard moment without consequences, catch problems before they become crises.

3. What can a company really do for your psychological wellbeing?

Some companies have introduced access to confidential psychological support (for example, sessions with external professionals that can be activated voluntarily and confidentially). This sends a clear message: taking care of your mental health is normal, not a sign of weakness.

Other companies work on flexible working hours, on an agile culture, and on the possibility of having a degree of control over your working day. Small things that, when added together, change the perception of how much control people have over their own time.

Others invest in training for those who coordinate teams: not only technical skills, but also listening skills, conflict management, and recognition of work done.

It is also through these actions that a company supports your psychological wellbeing. No organization is perfect on every front, but some work to make a difference.