Bridging the gap

AS THE excitement of Christmas and New Year fades, the arrival of a new year can feel heavy. This sense of dread peaks on Blue Monday, often referred to as the most depressing day of the year. Though this concept may seem anecdotal, its impact in the workplace is very real. Lower morale, reduced productivity, and increased absenteeism can leave employers grappling with a slump just as the year begins. 

This widespread recognition of the challenging winter months presents a unique opportunity to refocus on both workplace mental health and its impact on physical safety. With Millennials and Gen Z making up a significant portion of the workforce, prioritising mental wellbeing and psychological safety is no longer optional. To attract and retain talent, businesses should embrace generational expectations of workplace safety and take actionable steps to create a healthier work environment, both physically and mentally.

Bridging the generational divide in safety 

Millennial and Gen Z employees approach the workplace with distinct values. While previous generations may have prioritised job security and financial rewards, younger workers increasingly favour psychological safety - an environment where they feel valued, supported, and able to voice concerns without fear of judgment. 

A recent study from Ipsos revealed that younger generations are taking increased time off due to stress. Over the past year, 54% of Gen Z and 47% of Millennials have experienced stress so overwhelming that it prevented them from going to work. Evidently, Millennials and Gen Z expect more than physical safety at work. They look for workplaces that recognise the importance of mental health, fostering cultures that celebrate open communication and inclusivity. These shifting priorities urge employers to rethink traditional notions of both safety and employee wellbeing. To harness the full potential of younger generations, business leaders should focus on creating spaces where emotional and psychological health is consistently considered.

How psychological safety affects physical safety and productivity

Psychological safety is more than just a buzzword – it’s the foundation of a positive work culture. Dr Tim Marsh, expert in behavioural safety found that when employees feel comfortable taking risks, expressing opinions, and making mistakes without fear of judgment, it significantly boosts productivity. When workers feel safe, they are more likely to contribute creative ideas, leading to innovative solutions and improved collaboration. 

Its importance also directly contributes to building a consistent safety culture, one that embraces both physical and mental wellbeing. By fostering psychological safety, organisations reinforce teamwork and transparency, which are essential for identifying and addressing workplace risks. And when employees feel physically safe in their work environment, they can focus on their tasks without the constant concern of potential harm or accidents. This association was evident in a 2023 study by SAFER which found that employees who felt psychologically unsafe at work were 80% more likely to report they had been injured at work - requiring medical attention or time off. This highlights the crucial role psychological safety plays in creating a physically safer workplace by encouraging proactive reporting of hazards and safety concerns.

After emphasising the importance of psychological wellbeing, employee satisfaction and retention should improve. A psychologically safe environment reduces stress and burnout, leading to greater focus, higher engagement, and better performance overall. According to the American Psychological Association's 2024 Work in America Survey, 95% of workers who experience higher psychological safety report overall job satisfaction. This results in a more driven, safe and productive workforce, ultimately benefiting the organisation by improving both output and morale, while reducing turnover and fostering long-term success.

Actionable steps for employers

1. Foster a culture of inclusion and support
   Cultivate a workplace environment where employees feel valued, supported, and included in safety processes, inclusive of both psychological and physical risk. Encouraging regular check-ins, providing continuous training, and actively seeking employee feedback on safety initiatives helps build a culture of trust and transparency. Additionally, fostering growth and learning opportunities for employees can enhance safety knowledge, empowering them to take ownership of their own safety and that of their colleagues. This approach not only improves safety engagement but also supports employees’ sense of inclusion, as they are actively involved in shaping the safety culture. By encouraging employees to take responsibility for their own safety, organisations create a more engaged, proactive workforce, reducing risk and boosting productivity.
2. Promote open dialogue about mental health
   Encourage honest conversations about mental health by creating forums, training managers, and providing resources. Awareness campaigns could serve as a starting point for such conversations, turning the day into a moment of connection. By normalising these discussions, businesses can reinforce the intrinsic link between mental wellbeing and physical safety. Employees who feel supported mentally are more likely to actively engage with safety protocols, report hazards, and contribute to a safer work environment. The act of opening up about mental health also reduces stigma, making it easier for individuals to seek help when needed, ultimately leading to fewer physical accidents and greater overall job satisfaction.
3. Incorporate digital connectivity
   Technology plays a critical role in supporting mental health, particularly by creating a sense of connection and support, even for employees working remotely or alone in the field. Digital tools, such as mobile-driven training in everyday workflows, safety wearables, digital check-ins with management, satellite two-way communication, and real-time hazard reporting tools, help proactively prevent risks and promote a culture of safety. These solutions not only align with the digital natives of Gen Z and Millennials but also foster a more connected and supported environment, enhancing both mental wellbeing and physical safety. Technology can also help employers gather data, spot trends, fine tune their approaches and measure the impact of investment into these initiatives. The seamless integration of these technologies ensures employees feel supported, no matter their location, and remain engaged with the organisation's safety protocols and mental health resources.

Turn Blue Monday into a win

Instead of dreading the winter months, organisations can view it as an opportunity to address mental health head-on. Statistics have shown that one in four people in the UK will have a mental health problem at some point in their lives. By understanding and responding to the needs of Millennials and Gen Z, businesses can build workplaces that foster both safety and productivity. Improving psychological safety could reduce physical safety incidents by 40% decrease, while better mental health initiatives could save UK businesses up to £8 billion annually. Across organisations, from employee job satisfaction and the creation of a strong safety culture to revenue, it’s a win-win.

As mental health is increasingly tied to workplace success, taking steps to prioritise employee wellbeing isn’t just good ethics - it’s good business. Let days like Blue Monday be a reminder to set a tone of care and connection for the year ahead.

Ed Pietruszewski​​​​ is principle presales solutions architect at EcoOnline. For more information, visit www.ecoonline.com