A Healthy Planet Relies on Healthy Humans

Written By: Nina Cashman

Learnings from M.A. in Happiness Studies (Article # 4)

November 3, 2023

A recent study by Gallup and Workhuman (2023) points out, “Four in 10 U.S. employees say their job is negatively impacting their mental health” (p. 2). Why?

In my Happiness Studies Master’s program, I was asked to write about how our field can contribute to a more sustainable future to help “heal our planet.” This initially seemed daunting since I’m not a scientist, biologist, or environmental systems expert. Yet, after reading an article about the emerging field of conservation science, I was inspired by the idea that a healthy planet is contingent upon human wellbeing.

“Today, one of the most important intellectual developments is the recognition that ecological dynamics cannot be separated from human dynamics” (Kareiva & Marvier, “What Is Conservation Science?”, 2012, p.1).

The improvement of human wellbeing happens when we effectively create healthy environments. So, let’s talk about the environment that impacts almost all of us, whether directly or indirectly– the work environment.

Every employment partnership is a two-way street – right? So, if employees are going to manage their wellbeing successfully, then their employers must foster a healthy work environment.

“So, what are organizations doing about it? Not enough, apparently. Fewer than one in four employees say their organization cares about their wellbeing – nearly half the number who said the same before the COVID-19 pandemic rocked the workplace” (Gallup & Workhuman, 2023, p.2).

I’ve decided to contribute to human wellbeing in the workplace by writing a letter. It’s addressed to employers who could benefit from learning why their most valued employees are on the verge of burnout. If you think your organization is ready to have an honest dialogue about what it will take to increase wellbeing and minimize burnout and turnover, feel free to adjust this for your own use. I double-dog dare you.

Dear Employer,

I am officially burned out. I understand it’s not up to you or anyone to make my life work. Happiness is a choice. Yet, for some reason, I’ve been choosing to please this company at the expense of myself – and it's left me feeling physically, emotionally, and spiritually drained. So, I would like to take this opportunity to tell you why I’m burned out and give you some ideas for what you could do about it.

1.       My hard work and dedication often seem to go unnoticed.

How can you find time to notice and celebrate the great work of your people regularly?

Acknowledgment and celebration are, quite possibly, the most cost-effective ways to keep people loyal and motivated.

As Gallup and Workhuman unveil in their 2023 study, “high wellbeing and greater strategic recognition significantly predict employees being top performers, their perceptions of pay equity, and their likelihood to not actively be looking or watching for other job opportunities” (2023, p.5).

2.       I’m tired of putting the company’s mission and values ahead of mine. In addition to being a solid contributor, I’m also a spouse, a parent, a sibling, someone’s child, and a friend. I am a human being with emotional needs, not a cold, steel machine.

How might you treat me differently if my values were, well, valued?

Consider how your culture’s stress management and feedback tendencies bleed into other aspects of your employees' lives. Nurture a culture that promotes respect for one another and values people’s lives outside of work.

Remember, “close relationships are perhaps the most powerful means for prompting positive emotions and effective recovery” (Loehr and Schwartz, 2001).

3.       It seems to take a personal crisis for my life to take precedence over this job. The act of taking a vacation is often more stressful than the job itself.

What could you do to support my need for undistracted personal time?

Creating more space for employees to take real breaks to renew their energy will significantly increase productivity.

Remember, “the real enemy of high performance is not stress, which paradoxical as it may seem, is actually the stimulus for growth. Rather, the problem is the absence of disciplined, intermittent recovery. Chronic stress without recovery depletes energy reserves, leads to burnout and breakdown, and ultimately undermines performance” (Loehr and Schwartz, 2001).

4.       I often feel incapable of doing anything well because everything seems to be a priority. Sometimes, I wonder why I’m neglecting the rest of my life only to contribute mediocrity to so many things.

How might employee performance improve by committing to top priorities and reconsidering many of your inconsequential demands?

Think about and communicate the company’s top priorities and allow your employees to focus on them instead of diluting their contributions with an endless array of trivial distractions.

5.       Politics is likely the most draining aspect of all. With everything else on my plate, I cannot worry whether my perspective will rattle the wrong person.

How can you build a culture where varying points of view are valued and encouraged?

Encourage a team culture where varying perspectives from employees at all levels are seen as necessary components towards progress and innovation. Teach everyone that the process of argumentation is not only productive; it also looks and feels a lot different than mere arguing.

As author Susan Scott points out in her book Fierce Conversations, “People will open up when you publicly, openly, and actively encourage them to share opposing views, showing that you are open to rational influence” (Scott, 2004, p.45).

6.       Some employees are not held to the same standards as others, so I often feel forced to compensate for what others are not getting done.

What are you doing to ensure everyone contributes to a high-performance culture?

Activation of ideas is more valuable than lip service. Open your eyes to who is really contributing versus those only talking about it, and measure performance accordingly.

7.       I’m bored with most aspects of my job – each day is starting to feel a little more like Ground Hog’s Day.

What are you doing to develop and grow your talent?

Give employees more opportunities to show off what they do best and regularly tackle new and exciting challenges.

As the late Harvard professor and education reformer Ken Robinson said in his video “On Passion,” “If you are doing things you love to do, you get energy from it.” (2013).

8.       Our mission statement looks much different on paper than in real life.

How much does your executive team really believe in and own the company’s mission and values?

Ensure your leaders are willing to walk the talk of the company’s mission and values or reassess them all together. If what is preached doesn’t seem important at the highest levels, then it’s pointless to expect anyone else to take it seriously.

Employee wellbeing and high performance will only thrive in healthy work environments. So, let’s advocate “conservation for people rather than from people” (Kareiva & Marvier, 2012, p. 7). As with all decisions, you have options. You can disregard this letter and view it as words from a whining employee, or you can embrace it as a real opportunity to attract and retain more amazing people. For your benefit, I hope you will choose the latter.

Sincerely,

Your Amazing, Burned-out Employee

 

References

Gallup, and Workhuman. “From “Thank You” to Thriving" -- a Deeper Look at How Recognition Amplifies Wellbeing.” Gallup World Headquarters, 2023, pp. 1 -- 16, www.gallup.com/analytics/472658/workplace-recognition-research.aspx.

Kareiva, Peter, and Michelle Marvier. “What Is Conservation Science?” BioScience, vol. 62, no. 11, 26 Nov. 2012, pp. 1–8. BioScience 969, www.academia.edu/5837701/What_Is_Conservation_Science.

Loehr, Jim, and Tony Schwartz. “The Making of a Corporate Athlete.” Harvard Business Review, 1 Jan. 2001, hbr.org/2001/01/the-making-of-a-corporate-athlete.

Scott, Susan. Fierce Conversations : Achieving Success at Work & in Life, One Conversation at a Time. New York, Berkley Books, 2004.

The School of Life. “Ken Robinson on Passion.” Www.youtube.com, 11 Apr. 2013, www.youtube.com/watch?v=-M8Hl5MUr8w&feature=youtu.be. Accessed 10 Nov. 2023.