The TELUS Mental Health Index (MHI) declined in April 2024, continuing to be weighed down by anxiety and isolation. The MHI for Canadian workers was 64.0 in April, down from 64.4 in March. The overall mental health score had rebounded in March, compared to the 63.2 measured in February.
The overall score varies across Canada, according to the MHI report. From March to April, mental health scores in British Columbia, Alberta, Ontario, and Newfoundland and Labrador increased, while those in other provinces either decreased or remained stable.
After four years of the MHI, first published in April 2020, anxiety and isolation continue to affect the morale of Canadian workers. All mental health scores subscores, except productivity, have decreased or remained unchanged since March. Anxiety and isolation scores are the lowest they have been in two years.
The anxiety subscore remained the same in April as it was in March, at 57.5. After peaking in July 2023, the anxiety score generally decreased until February 2024. It remains the lowest mental health subscore in the past two years. The isolation score dropped to 60.2 in April from 60.7 in March.
The financial risk subscore saw the most significant drop in April 2024, losing one point from March 2024 to settle at 66.8. Productivity was the only subscore to increase during this comparison period, reaching 62.7.
Widespread exhaustion
Among the workers surveyed in the MHI, 42 per cent feel mentally or physically exhausted at the end of their workday, according to the TELUS Health report. The mental health score for this group is nearly 16 points below the national average (overall score of 64). It is 26 points lower than for workers who do not feel exhausted.
One-quarter of workers (25 per cent) cite workload as the primary cause of exhaustion. Additionally, 20 per cent of workers report having too many demands in their personal lives. Finally, 11 per cent complain of a lack of support at work, and 10 per cent feel a lack of recognition for their work.
“When any one or combination of these goes unmitigated, burnout is more likely,” Paula Allen, Global Leader and Senior Vice-President of Research and Client Insights at TELUS Health, told Insurance Portal.
Solutions
How can companies mitigate this risk? “The first thing is to recognize that burnout is a very real occupational risk and that it impacts productivity, creativity, customer service and retention as well as employee health,” explains Allen.
According to her, a culture of recognition has immense value for the company, especially during periods of stress. “When people are under strain they need more recognition to help fuel them. Relentless issues regarding workload are more easily identified and solved when employees feel psychologically safe in the workplace, as this empowers them to raise concerns and collaborate on solutions,” Allen says.
Lack of motivation
Additional problems add to the exhaustion. According to the April 2024 MHI, one-third of workers struggle to stay motivated at work. Workers who lack motivation score nearly 27 points lower in mental health than those who do not, reveals the MHI. Their score is also 15 points below the national average.
Workers under 40 are almost twice as likely as those over 50 to find it increasingly difficult to stay motivated at work. Personal problems are the main cause of work demotivation for 31 per cent of workers.
To explain their lack of motivation, 23 per cent of workers say they do not feel valued. For 13 per cent, their work is boring, while 12 per cent complain about too many changes at work.
Managers under 40
Finally, 8 per cent report conflicts with colleagues. Managers and workers under 40 are more likely to experience a lack of motivation due to conflicts with colleagues.
The decline in motivation is a common sign of burnout, notes Allen. “While the risk of burnout exists for all, this is especially true for younger workers under 40, who are nearly twice as likely as workers over 50 to find it increasingly difficult to be motivated to do their work.”
Not knowing where to turn
Workers who do not know where to seek professional help for mental health issues are more likely to feel exhausted, according to the MHI report. Three out of ten workers say they would not know where to find professional help for a mental health problem or are unsure.
Allen recommends that organizations offer flexible work schedules. She encourages them to raise awareness about Employee Assistance Programs (EAPs). “EAPs can help people deal with personal demands and challenges,” says Allen.
Employees unaware of assistance programs
According to Allen, the same recommendations apply to demotivation at work. However, she points out that 33 per cent of workers report that their employer does not offer an EAP. “Offering these supports amid higher rates of burnout and a lack of motivation is key and a good opportunity to help employees thrive.”
In companies that offer them, these programs are often little known by employees, reports Allen. “TELUS Health research reveals that two-in-five workers in Canada do not know what an EAP is. The mental health scores of workers who don’t know or report that their employer doesn’t offer an EAP is at least three points lower than workers with an EAP,” says Allen.
