Tânia Gaspar, coordinator of the study by the Portuguese Laboratory for Healthy Work Environments (Labpats), highlighted the proven relationship between employee well-being and company productivity. “This needs to be part of the company’s strategic plan and activities, with a dedicated department, allocated resources, and a budget, making it a structural aspect,” Gaspar told Lusa.
The study, set to be unveiled on the 14th in Lisbon, encompassed over 3,800 professionals from both national and multinational companies across various generations and sectors, including education, healthcare, and management.
The findings recommend establishing “clear policies” to enhance employee well-being, selecting leadership that is “humanized and skilled in emotional management and empathetic communication,” and creating internal programs to prevent burnout and workplace harassment.
Illustrating the link between worker well-being and company productivity, Gaspar shared an example: “I have a patient who experienced burnout. Upon reintegration into her company, we proposed she leaves an hour and a half earlier. After three months of monitoring productivity with this time adjustment, it was found to be the same or even higher.”
“Although a small change, it makes a difference,” remarked the researcher, emphasizing the necessity for measures that promote the synergy between well-being and productivity to be foundational in organizational operations.
Another suggestion is for companies to have psychologists permanently available to support employees, preventing issues from escalating.
The psychologist advocates for “normalizing this work,” which can be conducted individually or with teams.
Gaspar notes the increasing prevalence of burnout, workplace harassment, a lack of confidence in decision-making, and the growing consumption of substances and alcohol. “This all relates to behavior and mental health,” she said.
“In this context, the psychologist is crucial in prevention work, particularly in scenarios known to pose problems. Support is required not only during incapacities but also in reintegration processes post-illness, to reduce absenteeism and presenteeism, both of which are on the rise,” she stressed.
She also recalled that “many psychosomatic illnesses arise because individuals accumulate unresolved matters.”
Tânia Gaspar underscores the importance of internal communication within organizations, noting, “When companies are secretive, there tends to be covert decision-making, and decisions are imposed on workers as faits accomplis.”
“The psychosocial risks linked to a perceived lack of justice and information have consistently worsened,” warns Gaspar, emphasizing the need for employee involvement in decision-making processes.
She reiterated, “Explaining the measures and options makes it much easier for [employees] to understand, accept, and even be part of the solution.”
