A study carried out by Harmonie Mutuelle reveals that more than one in two workers in Hauts-de-France suffer from unhappiness at work. Stress, overload and lack of recognition are the main causes, accentuated since the Covid-19 crisis.
Today, we are highlighting Harmonie Mutuelle’s study on the mental health of employees in Hauts-de-France, with Véronique Poty, regional director. Nearly one in two workers suffer from unhappiness at work. The main factors identified are stress, work overload and lack of recognition. Prevention and dialogue are the keys to improving the situation, particularly through flexibility initiatives or activities such as workplace sport.
Mental health at work, a major post-Covid issue
The worrying results of a study on the mental health of employees.
Mutual Harmonyin partnership with the IFOP, carried out a study on the well-being of employees in the Hauts-de-France region. The results show that more than one in two workers have already suffered from unhappiness at work. One in three workers has consulted a doctor and obtained sick leave linked to suffering at work. This observation is partly attributed to the lasting impact of the Covid-19 health crisis.
The main factors identified are work overload, excessive stress and a lack of recognition. Véronique Poty highlights an “explosion of work stoppages” and calls for awareness among companies, which must address the issue to improve the well-being of their employees.
The essential role of businesses in improving the situation
Véronique Poty reminds us that businesses must be part of the solution. Unhappiness at work not only has human consequences, but also economic ones, by impacting productivity and the quality of work. When employees suffer from burnout or fatigue, it can affect an entire team, leading to an overload of work for others and a deterioration in the general atmosphere.
To remedy these problems, she recommends reinstating a dialogue between employees and managers. Solutions can be found through individual or collective discussions, but also through anonymous questionnaires allowing employees to express themselves freely.
Prevention, a lever for lasting well-being
In addition to dialogue, manager training is crucial to improve stress management and prevent psychosocial risks. Adapting working conditions can also play a key role: Véronique Poty talks about teleworking or adjusting schedules to better reconcile personal and professional life.
Sport is also highlighted as an effective lever for reducing stress at work. Organizing simple physical activities, such as group walks during lunch break or morning exercises, can have a beneficial effect on team morale and improve cohesion.
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