Workplace Incivility Affects Mental Health, Productivity

The truth is, it’s not just the workload that burns people out. It’s the culture. As someone in HR, I see how much impact a lack of respect, empathy, or basic support can have on someone’s wellbeing. When people don’t feel safe to speak up or valued for what they bring, it affects everything. Focus. Motivation. Retention. And when leadership overlooks that, the cost is huge. Not just financially, but in trust, morale, and long-term performance. I didn’t step into HR to just handle admin. I’m here to advocate for people. To help build workplaces where civility and respect are the norm, not the exception. Culture is created in the everyday moments. In how leaders show up. In what gets addressed, and what gets ignored. It’s not a nice-to-have. It’s the foundation of every strong team and every healthy organization. This work matters. And it’s worth doing right. #HR #Leadership #WorkplaceCulture #PeopleFirst #RespectAtWork #MentalHealthAtWork #Civility

The actual data we all know! The costs of poor mental health for companies to UK employers are at least £51 billion a year (Deloitte) for UK employers. And the reverse is also true: investing in proactive mental health support can: ✅ Boost employee engagement by up to 10% (Gallup) ✅ Reduce absenteeism and sick days by nearly 30% ✅ Improve retention and lower turnover costs Whether you’re a founder, HR consultant, or leader in an SMB, offering bespoke support like confidential therapy, flexible access, or leadership wellbeing training isn’t a cost — it’s smart strategy. Think of mental health support like maintenance for your most critical asset: your people. Curious how this could work for your team? Message us to get started. #MentalHealthAtWork #SMBLeadership #B2BWellbeing #WorkplaceROI #EmployeeRetention #HRConsultants #BusinessResilience #LeadershipMatters

Why are we facing rising tensions in workplaces, especially in industries like fast food? It's not just about the job—it’s about the context we’re all living in. Stress levels are at an all-time high, and let’s be honest, it’s not hard to see why. Here’s the truth: - People are grappling with global challenges—political uncertainty, environmental concerns, and general instability. - Burnout is no longer an exception; it’s becoming the norm for many workers, regardless of industry. - When stress builds up, small workplace conflicts can escalate much faster. Emotional resilience is stretched thin. We need to create work environments where empathy and awareness are prioritized. Supporting mental health, fostering open dialogues, and creating a culture of respect isn’t just a “nice-to-have”; it’s essential for navigating these challenging times. How is your workplace addressing these stressors? Drop your insights or experiences in the comments. Let's start a conversation! #Leadership #WorkplaceCulture #MentalHealthMatters #EmployeeWellbeing #StressManagement #FastFoodIndustry

1 in 5 employees struggle with mental health — but most stay silent. Not because they don’t want help, but because the culture doesn’t feel safe. Leaders set the tone. Your team notices how you respond to stress, vulnerability, and disclosure. A supportive culture isn’t just “nice to have” — it’s a driver of trust, retention, and performance. Here’s how to build it: 💬 Share your own journey – vulnerability breaks stigma. 📚 Make resources visible – so help feels accessible, not hidden. 📊 Ask what’s needed – anonymous polls or check-ins show you care. Culture is the container for well-being. If it leaks, so does trust. What’s one thing your organization does to make disclosure safe?

🚨 <MUST READ>🚨 Read a very interesting article and wanted to share a few key insights on mental health at the workplace. Mental health is no longer just a personal matter—it’s a business priority, a leadership responsibility, and a culture check for every organization. Here’s a quick summary from the WHO's 2024 article on “Mental Health at Work”:~~~Summary: Mental Health at Work (WHO, 2024)~~~ Decent work supports mental well-being by offering income, purpose, structure, and social inclusion. But poor working conditions—like discrimination, long hours, job insecurity, and lack of autonomy—can seriously harm mental health. 📉 🧠Over 12 billion working days are lost yearly due to depression and anxiety, costing USD 1 trillion in productivity. Workplace risks to mental health include: ~Excessive workload or poor job fit ~Unsafe physical or emotional work environments ~Discrimination, harassment, or exclusion ~Job insecurity, unclear roles, or lack of support ~Under- or over-promotion and burnout 🚨 What employees can do if they are Mentally harrassed? If an employee is feeling mentally unwell, it’s important to take it seriously and take proactive steps. Here's what employees can do: 🔹 1. Acknowledge and Accept It ~Recognizing that something feels off is the first step. Mental health is as important as physical health—there’s no shame in admitting you need help. 🔹 2. Speak to Someone You Trust This could be: ~A colleague or manager you’re comfortable with ~An HR representative ~A friend or family member ~Talking helps release stress and gives perspective. 🔹 3. Set Boundaries If work is contributing to your mental strain: Revisit your working hours Say “no” where needed Prioritize tasks and delegate if possible 🔹 4. Practice Self-Care Prioritize sleep, nutrition, and exercise Take regular breaks and stay off screens during downtime Try meditation, journaling, or speaking to a therapist 🔹 5. Document and Report (if needed) If your mental distress is due to harassment, toxic leadership, or discrimination, make sure to: ~Document incidents ~Report to HR or an ethics committee ~Seek legal/advocacy support if required 💬 Final Note: You are not alone. Millions go through this and recover. Speaking up early and seeking the right help can make all the difference. It’s not a weakness—it’s strength in action. #MentalHealthMatters #WorkplaceWellbeing #Leadership #MentalHealthAtWork #PeopleFirst #HumanResources https://lnkd.in/gsFt_mdu

In Suits, Harvey Specter taught us that even the strongest professionals can face invisible battles. What made him stronger wasn’t just his skill, it was his team’s support during moments of vulnerability. For HR leaders today, the lesson is clear: Well-being isn’t a perk, it’s the foundation of a thriving organisation. A culture that prioritises mental health doesn’t just create happier employees, it creates resilient leaders and sustainable success. At Truworth Wellness, we believe it’s time to normalise conversations around mental health in the workplace. Because no one should have to fight their battles alone. #TruworthWellness #WorkplaceWellness #EmployeeWellbeing

Workplace incivility is rising. SHRM reports a 21.5% increase in behaviours like shaming, gaslighting, and micromanagement in early 2025. While the study focuses on the US, the impact is universal: poor behaviour costs productivity, damages mental health, and erodes trust. Read the full article here: https://buff.ly/LOhrL8h #WorkplaceCulture #Leadership #HRInsights #LangbrookFinance

Leaders have a role to play in encouraging honest discussions about mental health and providing resources to employees. Normalize these types of difficult conversations to build with workers and improve team morale and productivity. Learn more in our latest Respectful Workplaces blog post. https://lnkd.in/gSD3S6_x

Men and Mental Health: The conversation we're not having in the workplace While 42% of all employees worry that their career would be impacted by discussing mental health at work, the statistics for men are particularly sobering: More than 6 million men experience workplace-related depression annually, yet male depression often goes undiagnosed. Only 40% of men with mental illness receive treatment (vs 52% of women) 43% of working men are actively asking employers for better mental health support The reality is, traditional workplace cultures still discourage any portrayal of vulnerability, especially among men. But here's what forward-thinking companies are discovering in the process, when we normalize these conversations, everyone wins. What's working: ✅ Senior Leadership sharing their own mental health journeys. ✅ Training middle managers to recognize early warning signs ✅ Creating Employee Resource Groups focused on gender-specific mental wellness ✅ Implementing "check-in" protocols in team meetings to allow openness. The cost of silence is too high. When we address mental health proactively, we see measurable improvements in retention, productivity, and team dynamics. How is your organization breaking down these barriers? What strategies have helped create psychological safety for all team members to seek support? As a man, have you been open to your managers about your struggles? #MentalHealthAtWork #WorkplaceWellness #MensMentalHealth #PsychologicalSafety #ProfessionalWellness #WorkplaceCulture #MentalHealthAwareness #EmployeeWellbeing #Leadership #HR

PowerStory No. 9 | Rising Beyond The Doubt | Epilogue Behind every quiet employee might be a silent story. Jerson’s journey reminds us that performance isn’t the only measure of readiness. As People Leaders and HR professionals, we are in a unique position to recognize unseen struggles—and offer support that changes lives.  Here are 3 lessons from “Rising Beyond the Doubt” that every workplace should remember.  -- 1. Presence Doesn’t Always Mean Wellness  Jerson was showing up, performing well, and even admired by his peers, but underneath, he was struggling.  > Don’t rely solely on attendance or performance as signs of employee well-being. Create regular check-ins and foster an environment where people feel safe to speak up about invisible struggles. 2. Mental Health Can Derail Potential Unless We Intervene  Jerson missed his interview not because of illness, but because of deeply rooted self-doubt.  > High-performing employees are not immune to emotional burnout or imposter syndrome. Offer preventive support, not just crisis response. Promote mental health resources proactively, not reactively. 3. The Power of Safe Conversations  It wasn’t a policy or mandate that moved Jerson, it was a genuine conversation with a friend and a supportive nudge from his manager. > Equip leaders with the emotional intelligence to notice behavioral changes and the courage to initiate kind, private conversations. Sometimes, one caring nudge can lead to a breakthrough. #PowerVisionEAP #PowerStories #employeeassistanceprogram #mentalhealth #mentalhealthph #mentalhealthawareness #mentalhealthsupport #employeewellness #workplacecounseling #counseling