60% of employees in a toxic work environment are looking for other jobs

August 10, 2023 3:22 PM

The workplace is ground zero when it comes to addressing mental health and well-being, but to get it right, employers need guidance.

To support these efforts, the U.S. Surgeon General Dr. Vivek Murthy released guidelines for how employers can lead the charge around mental health. Be it through harm prevention, connection, healthy work-life balance and fostering a sense of meaning and belonging, employers should be proactive in their efforts to create a psychologically safe environment.

However, a recent survey by the American Psychological Association (APA) looked at how employers were addressing these suggestions and found there's still a long way to go.

The APA's 2023 Work in America Survey revealed that 77% of employees were experiencing work-related stress, and 57% reported experiencing related negative impacts, such as emotional exhaustion, lack of motivation, irritability or anger with customers or coworkers, and a desire to quit.

While employers often have good intentions when it comes to the well-being of their workforce, there is still a large disconnect when it comes to their understanding of how employees are really faring. Fifty-five percent of respondents said their employer believes the workplace is much more mentally healthy than it is, and 43% believe that if they told their employer about a mental health condition, it would impact them negatively.

The survey links its findings to each of the surgeon general's five essential elements organizations should keep in mind when considering the well-being of their employees. No matter where a company falls on its mental health and wellness efforts, it is a good way to determine where progress can be made — both in and out of the office — in the name of a happy, healthy workforce.

Protection from harm

Employers should recognize that certain demographics are particularly affected by a toxic work environment, and work diligently to improve it, the surgeon general's guidelines suggest. The APA survey found that 19% of respondents report being in a toxic workplace environment, with the number being higher (26%) for those in people-facing jobs. Almost 60% who reported a toxic workplace said they plan to look for a new job in the coming year, more than double the number of those who did not.

An unhealthy work environment does more than cause turnover. For those who stayed, 58% said their overall mental health was fair to poor, compared to the 21% for whom workplace toxicity was not an issue. Here the awareness gap is especially clear, with 77% of those reporting a toxic workplace also saying their employer is not aware of the severity (just 9% of upper management said they were exposed to a toxic work environment), and therefore not aware of its toll on employees.

Some actions that can be taken, according to the surgeon general, are addressing negative employee behavior, providing proper job resources and avoiding work overload, endorsing mental health care, and making diversity and equity part of the company's core values.

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Connection with community

The need for belonging is imperative for employee well-being, with 94% of workers wanting some feeling of this in their workplace, according to the APA. Positively, 82% of respondents said their workplace creates opportunities for building good relationships with coworkers, and 79% say the same about manager-employee relationship efforts.

Still, there is more to be done for workers who reported feelings of loneliness and isolation at work, which was especially prevalent (one in three) among those with household incomes of less than $50,000. Despite being around others daily, 25% of fully in-office employees still said they sometimes feel lonely and isolated. One in five did not agree with the statement, "When I'm at work, I feel like I belong," with higher numbers among Black and Hispanic respondents.

Fostering connection among employees is part of creating a mentally healthy work environment. Employers should be making time for people to connect, incorporate structured activities and make these part of the workplace routine, even for off-site employees.

Work-life harmony

A lack of time off is getting in the way of better work-life balance, according to employees. Though 84% reported being satisfied with their work schedules, which has a great impact on mental health, only 35% said their employer encourages breaks, 40% said their time off is respected, and 26% said their employer does not respect boundaries.

Allowing employees the time to take small breaks throughout the day, as well as their deserved time off, without interruption or pressure is a good way to keep up engagement, increase productivity and improve mental wellness at work as well as at home.

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Mattering at work

Almost 100% of those surveyed said it mattered if they felt respected at work. Employers are doing well in this category overall, with 78% of respondents saying they feel valued and 87% believing the work they do is meaningful.

Micromanagement is one hindrance to feeling respected, and 42% say this is a part of their employee experience, the APA survey found. Those who deal with this are far more likely to report higher levels of stress and tension (64%) throughout their workday than those who do not (36%).

Laying out clear expectations and practicing thoughtful communication can help give workers the autonomy they crave without feeling like someone is always looking over their shoulder. Acknowledging employees for a job well done, being open to different thoughts and ideas and being clear how each employees' job contributes to the overall organization can foster a sense that employees matter.

Opportunity for growth

Nine out of 10 employees said it was important for their job to provide learning opportunities and 94% said they need to feel a sense of accomplishment, the APA survey found. Providing growth opportunities is highly valued and linked to good mental health: 79% of those who were somewhat to very satisfied with their growth and development options also reported good or excellent mental health.

Men reported higher rates of satisfaction with growth and development opportunities, as were higher income workers (making $125,000+). Respondents working with racially or ethnically diverse senior leadership were more likely to report higher satisfaction (77%) versus those who did not (68%).

The report recommends employers foster growth within their organization by providing training and mentoring for employees, creating pathways for career advancement, communicating constructive feedback and making learning a part of company culture.