We posed this question to the team at HR tool Personio and our in-house psychologist, Marina Pacini. Keep reading to discover what the 2024 trends will entail concerning mental well-being in the workplace.
In our 2023 trend report, we highlighted the escalating significance of mental well-being in the workplace, projecting it as a major concern that would continue to grow. The events of the past year have unequivocally validated this foresight.
The focus on mental well-being has become pervasive across all organisations, attributed not only to the competitive job market but also to an increasing societal consciousness.
Recent statistics reveal a noteworthy increase in burnout complaints among employees in the UK, with 39% of professionals reporting feelings of exhaustion. Furthermore, 62% of workers have communicated instances of prolonged working hours, contributing significantly to elevated levels of fatigue in the workplace.
As we delve into this matter, it is clear that prioritising mental well-being is not just a fleeting trend but a vital component for sustaining a healthy and productive work environment. Recognising these challenges prompts a collective responsibility to foster positive changes in the workplace, ensuring the well-being of employees remains a top priority.
As we approach 2024, ensuring accessibility to mental well-being becomes paramount across all workplace sectors. This necessity extends beyond office-based roles, encompassing industries such as retail, construction, engineering and manufacturing. Moreover, the focus should not be limited to those already grappling with challenges; it should extend to anyone aspiring to enhance resilience, including preventive measures.
Here are the 5 additional trends in mental well-being that you, as an HR professional or executive, will need to navigate in 2024 👇
These are turbulent times: the economy is unsettled, wages on average have not risen as fast as inflation, major geopolitical conflicts, and the climate crisis.
What is happening worldwide also affects your employees personally and in their work. That is precisely why it is about not hiding from all the changes, but helping employees to deal with them flexibly and resiliently.
You do this by supporting employees in the right way. Guide them with financial tips, for instance, by regularly asking how they feel mentally, or with preventive support that allows them to work on their well-being at a time that suits them.
We are still facing many employee challenges, with UK workers’ living standards predicted to flatline in 2024. As an organisation, you need to further align your talent acquisition and retention strategy within the context of the candidate market.
According to Jihan Ahmed, Head of Employer Brand at Personio, there is no single answer to what employers are looking for: the needs of each candidate are unique and personal. It is, therefore, important for employers to respond to this with flexible working conditions. Think of opportunities for hybrid working, a training budget, or special training courses.
“Top talent is more aware of, and holding firm on, their non-negotiables. The demand for flexible work arrangements is higher, but it generally means that candidates are more adamant on choosing where they take their talents.”
– Jihan Ahmed, Head of Employer Brand of Personio
You can consider the needs of different types of employees – especially the younger generations. Support for mental well-being at work plays an important role. Four in 10 Gen Z workers quit their jobs within 2 years because of workload and a lack of work-life balance, according to Deloitte research.
Marina Pacini, psychologist at OpenUp, adds: “We know that Generation Z values mental well-being, including in the workplace. They discuss it more openly but also experience more work stress. So especially for young workers, it is attractive if you offer sufficient guidance on dealing with stress.”
For those employed in office roles, hybrid working has become standard practice following the COVID-19 crisis. However, this shift has brought about the absence of the social dynamics and personal communication inherent in traditional office work, consequently altering the manager’s role.
Employees engaged in hybrid or remote work often need a greater sense of commitment to their organisation, team, and mission. This challenge is exacerbated when team members are dispersed worldwide, making it challenging for a manager to instil a sense of belonging.
This necessitates adopting a different management style to effectively lead even at a distance. In this context, emotional intelligence plays a crucial role. Given that only 36% of individuals appear to possess it, it is prudent to take proactive measures in 2024 to promote empathy in the workplace.
In a competitive job market, upskilling isn’t just a strategic move (given the challenge of finding candidates with all the desired skills), but it’s also a significant advantage for the well-being of your employees and the overall work culture. Moreover, in a world witnessing the rapid evolution of AI in the workplace (refer to point 1), staying ahead requires adaptability.
Investing in learning and development not only helps in cost-effective talent management and improved efficiency but also elevates the overall quality of work. Furthermore, it contributes to enhanced job satisfaction, as highlighted by Gallup research indicating that three-quarters of employees find greater satisfaction through growth opportunities.
Psychologist Marina Pacini emphasises, “Personal development benefits individuals, enhancing productivity, problem-solving skills, and self-confidence, making them more engaged in their work. It ignites a greater drive, positively influencing the overall work experience.”
So continue to encourage internal promotions and mobility in 2024. Give your people the opportunity to learn from their managers, team members and internal mentors. And add a piece of positive organisational psychology: help employees to further develop their strengths. And focus on soft skills. In short: encourage a growth mindset.
“I foresee [another trend] on the horizon: [an] internal talent strategy. I expect external hiring to be a luxury in an uncertain macroeconomic climate. Organisations will look inward to give new opportunities or learnings to existing team members.”
– Personio’s VP of Talent Fritz Singer
The prevailing trend for 2024 highlights a crucial shift: mental well-being is no longer a workplace luxury but an absolute necessity.
Integrate it into both your organisational culture and strategic framework. Standardise conversations about mental well-being across all levels of the company. Encourage managers to genuinely inquire about their team members’ well-being during one-on-one meetings, fostering an open work culture and ensuring psychological safety in the workplace.
Furthermore, establish mechanisms, processes, and measurable goals to gauge the state of employees’ mental well-being. Continuously track progress, as improvement is ultimately the overarching objective.
So many people, so many desires. In the diverse landscape of people and their varied desires, here’s our summary of 2024 trends.
Enhancing mental well-being in the workplace goes beyond a mere checklist. It’s about cultivating a resilient, joyful, and productive organisation. The solution? Personalised support throughout your HR strategy. Are you curious about how OpenUp achieves this? Learn more here.
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