Home News 5 Key Strategies Singapore Employees Want in Support of Their Mental Wellness

5 Key Strategies Singapore Employees Want in Support of Their Mental Wellness

5 Key Strategies Singapore Employees Want in Support of Their Mental Wellness

A recent survey of 200 employees in Singapore has found that most believe their employers could do more to safeguard their mental wellness.

According to the survey, part of NTUC LearningHub’s new Special Report on Mental Wellbeing at the Workplacemore than half of the employees (54%) were “not really satisfied” or “not satisfied at all” with their company’s current mental wellness initiatives.

Further, more than three in five employees revealed that their mental wellness at work has been either “fair”, “poor” or “very poor” in the last 12 months, and nearly half of employees reported experiencing stress at work “frequently” or “all the time”.

When probed about the various sources of stress, employees cited “poor work-life balance” (52%), “feeling undervalued” (51%) and “heavy workload” (46%) as top stressors that contribute to their poor mental well-being at work.

More importantly, employees perceived a lack of understanding of mental wellness at their workplace. When asked about their company’s stance towards mental wellness, many employees believed that issues related to mental wellness are ‘not discussed regularly’ (58%), ‘not very well understood by managers and HR’ (46%) and ‘not taken seriously’ (44%) at their workplace.

Additionally, such issues were also not covered in company insurance policies (38%), and were often seen as a “convenient excuse to skip work and shirk responsibilities (27%).

Additionally, per the report, employees surveyed believed that they, together with HR and line managers, are equally responsible for ensuring mental wellness at the workplace. “Yet, the lack of discussion signals that there is a potential barrier at both ends – where employees are uncomfortable with sharing issues related to their mental wellbeing and business leaders are not effectively reaching out to employees for such discussions.”

On that note, only 18% of employees report that their company has a formal mental wellness strategy in place; while four in 10 (40%) reveal that they are ‘not sure’ whether such strategies exist in their workplace.

In line with this, the report revealed three key strategies employees currently have at the workplace, as well as five they would like to see in their companies, which they believe would improve their mental wellness:

Top 3 strategies currently implemented

  1. Flexible working hours – 36%
  2. Support programmes between colleagues – 26%
  3. Access to wellness classes (e.g. yoga, exercise, meditation) – 26%

Top 5 strategies employees would like to see

  1. Flexible working hours – 61%
  2. Mental wellness days – 55%
  3. Support programmes between colleagues – 49%
  4. Redesignate roles if someone can’t cope – 48%
  5. Access to wellness classes (e.g. yoga, exercise, meditation) – 44%

Apart from the above, the report showcased findings on presenteeism and leaveism. Citing the former is defined as a phenomenon where employees report to work despite feeling unwell and results in lowered productivity and job performance, while the latter occurs when an employee misuses their leave. This includes utilising their annual leave and flexi hours to take time off work when they are ill, taking work home with them that cannot be completed within normal working hours, and working whilst on leave or on holiday, to catch up with outstanding tasks.

But why are employees engaging in such practices?

According to the report, the following were revealed:

Top 3 reasons for engaging in presenteeism

  1. There is no one else to share the workload with – 53%
  2. Company culture where my colleagues and/or managers do the same – 49%
  3. Unrealistic deadlines – 48%

Top 3 reasons for engaging in leaveism

  1. There is an expectation from my manager to cope with the workload – 55%
  2. There is no one else to share the workload with – 50%
  3. Because of technology, there is an expectation to be answerable beyond work hours – 46%

With these in mind, about three in five (60%) employees surveyed believe that the key solution to reduce instances of leaveism and presenteeism is to ‘build trust and open communication’.

Other key ways include:

    • Acknowledgement of the issue – 58%
    • Have a system in place to redistribute workload – 54%
    • Educate employees/managers on the dangers of ‘leaveism’ and ‘presenteeism’ – 52%
    • Managers should lead by example by not engaging in them – 47%

Eskalera, a Startup Led by Goldman Sachs’ Former HR Head Has Launched a Diversity and Inclusion Index

Eskalera, a technology startup led by Goldman Sachs former human resources head Dane Holmes, has launched an index to measure corporate diversity and inclusiveness,...

HSBC to Remove 35,000 Jobs Amidst Covid-19 Crises

HSBC Holdings Plc has restarted cutting as many as 35,000 jobs, three months after the coronavirus outbreak forced it to pause a long-awaited overhaul...

Genpact Offers Its Internal Skill Training Program Globally for Everyone

Genpact has announced Adapt and Rise, a role-based online learning platform that leverages Genpact's expertise honed from delivering real-world change for hundreds of clients....

San-Francisco Based Learning Platform Degreed Has Raised $32 Million in New Funding

The upskilling platform, Degreed, has announced $32 million in new funding in direct response to overwhelming demand for better skill insights, talent mobility, and...

Research Shows the Implications of Workplace Layouts on Employee Productivity and Overall Performance

As some workplaces prepare for the gradual return of employees and overhaul office layouts and seating plans, research has shown this could also have...

Employee Concierge ‘Back Technologies’ Integrates Automation Into Internal HR and Other Support Tasks

Companies are under increasing pressure to automate workflows and digitally service their employees, particularly in light of trends toward remote work. It takes an...

HR Strategies to Help Your Business Navigate the New ‘Normal’

No business is immune to the massive changes resulting from the health crisis. Organizations have proven themselves to be agile, and employees have demonstrated...

The Importance Of Diversity And Inclusion In HR, Hiring, Talent Management: Thoughts From A Top Expert

Michael C. Hyter is one of today’s best-known experts on inclusion and diversity and the author of The Power of Choice: Embracing Efficacy to Drive Your Career and The...

HR Expert Highlights Actionable Steps to ‘Make Real Change’ Against Racism in Your Workplace

Kyra Leigh Sutton, Ph.D., is a faculty member at the Rutgers University School of Management and Labor Relations, where she teaches human resources courses...

Adidas Employees Want Company to Investigate HR Chief for Response to Racial Issues

A group of Adidas employees from around the globe is asking the company to investigate its chief human resources officer, as part of a...