A third (34 per cent) of Canadians say their employer doesn’t provide training or support to deal with workplace conflict, while another 20 per cent say they’re experiencing increased aggression at work, according to LifeWorks Inc.’s latest mental-health index.
The survey’s respondents reported an overall mental-health score of 64.9, up slightly from 64.8 in April. By comparison, employees experiencing increased workplace aggressions reported a mental-health score of 54.
It also found managers (60 per cent) and women (40 per cent) were most likely to experience workplace aggression when dealing with the public or clients. For the third consecutive month, non-managers reported a higher mental-health score than managers (65.1 and 64, respectively).
Employees working fewer hours compared to the prior month reported the lowest mental-health score (54.4) compared to those who experienced a salary reduction (55) or are currently unemployed (62.1). Employees who experienced no change in salary or hours reported a mental-health score of 66, while those with emergency savings reported a mental-health score of 75, compared to those without savings (43.5).
One of the highest mental-health scores was reported by employees who believe their manager has no preference for where they work (68.4), while those who believe their manager prefers full-time onsite work had a score of 63. And workers who said they don’t feel safe returning to the workplace if the coronavirus is still around (nine per cent) had a mental-health score of 58.2.
“We’re seeing heightened levels of workplace stress as tensions rise in the wake of newly enforced hybrid operating models,” said Stephen Liptrap, LifeWorks’ president and chief executive officer, in a press release. “Other outside contributing stressors, such as inflation, are also impacting people in their daily lives.
“It’s critical for employers to take note of how these feelings are materializing among employees. Although conflict may be a natural response to stress, it’s detrimental to business and employee well-being. To mitigate risk and ensure employees feel safe and supported, providing ongoing training and tailored resources is key.”