The impacts of workplace community & culture on mental health

Be honest: do you feel like you bring your authentic, whole self to work?

If not, you’re not alone… but the Canadian Mental Health Association (CMHA) would challenge you to embrace the value of getting vulnerable! As they say: “We open the door to deeper connections and the mental health benefits that come with it. Open and honest conversations connect us all.”

According to our in-house experts, your workplace community can (and should!) play a big role in that overall sense of connection – combating isolation by serving as a safe space of belonging and social support.

“After all, if we’re well at work, then we can be well at home and be a part of well communities,” says Jennifer Johnston, Payworks’ Vice President of Human Resources.

Photo: (L-R) Stacie Ritchie, Payworks’ Health & Wellness Human Resources Specialist and Jennifer Johnston, Payworks’ Vice President of Human Resources.

For Mental Health Awareness Week, we sat down with Stacie Ritchie, Payworks’ Health & Wellness Human Resources Specialist, and Jennifer Johnston, Payworks’ Vice President of Human Resources, to dive into the impacts one’s workplace community can have on mental health.

What creates a safe, positive workplace community?

What attributes come to mind when you think of a positive workplace community? At work, what boosts your self-esteem and lowers your stress level? Our in-house pros say knowing there’s someone around that you can talk to and trust is a foundational element to creating and fostering a positive workplace community.

“It can even be just one person,” says Stacie. “Then you don’t feel that sense of isolation or loneliness, which can be linked to depression, anxiety, and other physical health issues.”

There’s a sense of security that’s created in knowing your colleagues are people upon whom you can depend. Our team also highlights the important role played by leadership, because managers can directly influence their employees’ feelings of worthiness and capability (while also serving as positive ambassadors themselves).

“Vulnerability [among people leaders] goes a long way towards creating a psychologically safe workplace,” explains Stacie. “So do regular check-ins, and not just to talk about work – to build connection and actually get to know the person.”

Leaders play a direct role in creating those safe spaces, and Jennifer explains that manager-specific mental health education and training can not only bring awareness about the topic and help to break stigmas; it can also strengthen the workplace’s support systems.

“These types of professional development opportunities bring more awareness,” explains Jennifer. “They can offer resources and toolkits so leaders know the ways they can better support their teams – and themselves! That can include sharing resources with employees, spotlighting the programs and benefits in place, and highlighting the different ways we can be proactive instead of reactive when it comes to caring for our mental health.”

Our experts’ tips for supporting a positive community – inside and outside the workplace:

1. Practice open communication.
2. Regular check-ins to build connections.
3. Check in with your colleagues (like actually, though: dive deeper and express how you’re really feeling!).
4. Lead by example.

What do healthy behaviours look like at (and outside of) work?

Whether you’re on the clock or not, the support and reinforcement of healthy behaviors is critical to maintaining your overall mental wellbeing – from positive coping mechanisms to exercise, eating habits, and even sleep. Yep, we’re talking about those classic HR buzz words: work-life integration (also known as work-life balance, work-life blend, or work-life fit).

According to our own HR experts, it’s equally important to understand what the flip side of the coin looks like – which is to say, burnout. After all, if you know the symptoms, you can better identify them and reach out to a colleague for help in righting the ship.

“Symptoms of burnout are chronic fatigue, being irritable, and having no motivation,” explains Stacie. “Having a community that understands that so they can notice and address it is part of a positive workplace culture.”

Jennifer explains that one’s mental health can be viewed on a continuum, meaning there can be work or life stressors that move you towards a lower rating of mental health, while there are actions and resilience measures that can move you back towards well. Ultimately, it’s critical to remember that one’s position on the sliding scale is fluid.

“Part of the learning from The Working Mind training (Mental Health Commission of Canada) suggests to use the mental health continuum to check in on your own mental health and that of others,” says Jennifer. “I’ve found this very valuable and keep a reminder on my office wall!”

This illustrates how resilience relates to employee wellness (and mental health in particular). Some ways to practice resilience – or move towards well on the continuum – can include being mindful of how often you’re still clocked in when you should be clocked out, not skipping your lunch break to eat at your desk, and using your vacation time. Stacie and Jennifer both also highlighted that one doesn’t have to be physically ill to use their sick time.

“Our approach to sick days is that they’re there to support your overall well-being,” says Jennifer. “They’re available for when you need to prioritize your health and wellness – not just for physical illness, but for mental health, rest, and recovery.”

That means, if you’re feeling unwell, overwhelmed, or simply need time to recharge for your well-being, a sick day is there for you! Taking this time is a way to ensure you’re at your best—both personally and professionally. However, our experts recognize there continues to be a stigma around this.

“I think people know they can use their sick days to take a mental health day, but they can feel uncomfortable putting it into practice,” explains Stacie. “Do you want to say out loud to your team or your leader, ‘I’m taking a mental health day?’ Maybe, maybe not, but it’s important to take those days if you need them.”

Everyone has days where they need to recharge or address a personal health matter, and it’s important for employees to feel empowered to take the time they need to be their best, both at work and in life.

“I view using a sick day as legitimate for any reason you’re not well enough to come to work,” says Jennifer. “I think leadership can be accountability partners here and set a good example. We can normalize prioritizing health and wellness, and we can be stewards of that education and awareness for our teams. It’s a part of having that connection piece within your workplace culture.”

Work-life integration tips from our experts:

1. Set healthy boundaries.
2. Take your vacation time.
3. Prioritize your own health and wellness – use the resources and supports available to you.

Photo: Stacie and Jennifer enjoy a cup of coffee together at Payworks’ head office.

How do we strive towards a healthy workplace culture?

From chatting with our experts, the underlying foundation of a healthy workplace culture is two-fold: connection and empathetic leadership.

Not sure where to start in solidifying that foundation in your own workplace? No worries – they’ve got all sorts of helpful tips on how to further strengthen your workplace community. From organizing team activities (consider a volunteer day – it feels great to make a difference and unite over a common goal) to taking the time to recognize and celebrate each other’s achievements (even small acts of recognition can go a long way). The connections you foster are what’s essential, because you’ll be better equipped to tell (and support!) if something’s off. It’s also an important component to consider with new team members to ensure they feel welcome and a sense of belonging with their new crew.

For managers and leaders, the importance of connection is amplified in creating a space that’s psychologically safe, free of stigma, and eliminating the fear that something bad will happen because of facilitating open conversations.

“With managers and leaders, it’s about striving towards that culture of respect,” explains Stacie. “And they can promote overall wellbeing through leading by example.”

Practical steps that contribute towards a healthy workplace culture from our experts:

1. Offering hybrid and flexible work models.
2. Fostering peer support programs.
3. Having an employee or team dedicated to health and wellness.

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