Who’s to blame – Employers or Employees?
So this is officially a weekly word from Me the founder of Mind Work… I’ll mainly be talking about wellbeing (obviously), but also touching on the daily challenges many of us face, the questions we have around them, and most importantly, ways we can navigate through this (sometimes overwhelming) thing we call life.
Last weeks post was kind of a mini-rant where I touched on what I thought was wrong with the way we approach Wellbeing at work. Although the topic is on the radar for most companies in the west, it is taking its time in becoming ingrained into the culture of the workforce.
But my question is… If we had to lay the blame – because everybody like to point the finger – Who is guilty for the lack of attention given to the physical and mental wellbeing of us all?
The Employer – Or the employee?
The employer, employs to make the company profitable right? Right! Their ideal aim would be to have the strongest team firing on all cylinders all of the time. Yes? Because a company can (and often is) be referred to as a machine. So why the hell does the employers not consider the maintenance of the machine, to be the MOST important aspect of ensuring its performance?
So I’ve got a little analogy – Imagine your boss is driving home from work after announcing a new project deadline to an already tired team (something we hear A LOT at Mind Work) and their petrol light comes on. What do they do? They give the car fuel, they ensure it’s got what it needs to go, to move, to perform.
You get the picture, and this is quite a nice segue to the other party who may be responsible…
The Employee –
Taking it back to the car thing… What is the difference between the machinery and the employees? Well, the car lets its boss know when it’s needing something, oil, water, petrol, etc. Now I’m not suggesting you ask your bosses to pour you a drink, but if you’re allowing yourself to burn out without having the conversation… who is to blame?
For me, this goes across the board. You or I may be feeling fine and in tip-top condition, but if our collogues are struggling, it’s our duty to bring this up, and NOT use it as an opportunity to climb the ladder. Not use it as a chance to compare ourselves thinking how in control we are because I can tell you… Burn out, chronic stress, depression… it can get us all.
So, what do I suggest? Something that we all know how to do… Talk! But the caveat is to talk honestly, and bravely, to your peers, your colleagues, your bosses, anyone. Just start talking about it. Plant the seed. It may not be for you directly but with the 85% are experiencing a clearly recognisable level of worry regularly, there are a number of people you work with that you’ll be helping.
So before you go off and start the much-needed conversations. I have another question – That I guess (for now) is rhetorical as you can’t reply is – Do we even know what mental health is?
I’m not so sure as many still believe that if we’re not hearing voices that tell us to do things or feel like jumping off a bridge, then we can just put it down to a bit of a mood. If someone is quiet at work and unengaged it may be thought that ‘He/she just doesn’t have the motivation.’ – And with that being the narrative of a large amount companies in this day and age, then it’s no wonder that He/She doesn’t feel too comfortable sharing the fact that the “lack of motivation” actually stems from something a little deeper than just a lull job satisfaction.
I’ll leave it there from now, but in essence – and of course, these are just my views that some may agree or disagree with. What’s important is that we give this topic the respect it deserves.
Have a lovely week.