Mental Health Strategy | Workplace Mental Health Institute

Simple Ways to Recharge at Work Without Losing Momentum

22/10/2025

Some mornings, it feels like the day starts before I’ve even opened my eyes. I’m half-awake, checking emails, already thinking about what’s waiting for me. By the time I sit down at my desk, I’ve been switched on for hours. Then somewhere in the middle of it all, the focus fades. My neck’s tight, my head feels foggy, and even simple tasks start to drag.

That’s the sign it’s time to pause. Not stop completely—just pause long enough to get my balance back. Most people think rest happens after work, but the truth is, it needs to happen during it too. Small breaks through the day don’t waste time; they help you stay sharp and steady. Managing stress at work isn’t about slowing down. It’s about knowing when to take a breath so you can keep going without running dry.

Take a Minute to Notice

Mindfulness sounds complicated, but it’s really just paying attention to what’s happening now. Between tasks, sit still for a few moments. Breathe in deeply. Notice your feet on the floor and the way your shoulders sit.

You don’t need silence or soft music. Just a few seconds that belong to you. Next time you walk to a meeting, leave your phone where it is. Notice the sounds around you, the light in the hallway, maybe even a smell from someone’s lunch. Those tiny moments of awareness pull you back into the present, and that’s where real focus starts.

Move a Little

When your mind starts to wander, move your body. Stand, stretch, roll your neck, walk to refill your water. You don’t have to call it exercise—just movement.

If you’ve got a colleague nearby, take the chat outside or down the corridor. Some of the best ideas show up when you’re walking, not staring at a screen. Even a two-minute stroll can reset your breathing and clear the fog. It’s small, but it helps.

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Let Yourself Create

Doing something simple and creative gives your mind a bit of space. Doodle on a scrap of paper, build a playlist, or jot down a few loose thoughts you’ve been carrying around.

You’re not trying to make anything special. You’re just giving your brain a different view. Funny how the answers often show up once you stop forcing them.

Talk to Someone

A quick chat can lift your energy more than another coffee ever will. Step away from your desk. Ask someone how their day’s going. Listen properly. Share a laugh if you can.

It doesn’t have to be a deep conversation. Just connection. It breaks the tension and reminds you that you’re part of a team, not doing it all alone.

Step Outside

If there’s sunshine, take it. Eat lunch near a window or head outdoors for a few minutes. A bit of natural light or fresh air can do wonders.

You’re not escaping work; you’re giving your body a reset. Even a short moment with trees or open air helps you breathe easier. Nature doesn’t fix everything, but it makes the day feel a bit softer.

Put Boundaries Around the Noise

Constant notifications make it feel like work never ends. Try checking messages at set times instead of reacting to every ping.

When it’s lunchtime, flip your phone face down. Let your brain have a real break. And when the workday’s done, let it end. That quiet space before the next day starts matters more than most people realise.

It’s not laziness. It’s looking after your energy.

Are you a psychologically safe manager? Take the self assessment to find out.

Build What Works for You

There’s no one right way to unwind. What works for one person might not work for another. The trick is to find what gives you energy back—and keep doing it.

Maybe it’s a short walk, a few deep breaths before meetings, or eating somewhere other than your desk. Keep it simple, easy, and real.

The best workplaces aren’t the ones that never stop. They’re the ones that make space for people to recover. When teams know how to pause, they stay focused longer, care more, and burn out less.

If your team wants to learn how to do that, consider workplace mental health training. It teaches practical ways to handle stress, communicate better, and recover before burnout takes hold.

Because rest isn’t wasted time. It’s what keeps everything else working.

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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The Quiet Burden That’s Not in Your Job Description

22/09/2025

Ever knocked off work, sat in traffic, and thought, Why am I this wrecked? You didn’t stay late. You didn’t even have a major deadline. Yet you feel like you’ve run a marathon.

Chances are, you’ve been carrying invisible work.

Not the big-ticket projects that everyone expects to be tiring. It’s the smaller stuff. The side jobs. The emotional glue. The endless “little things” that keep teams afloat but rarely get a mention.

Like being the one who always writes up the meeting notes. Or the go-to person when someone needs a debrief after a tough call. Or the safe pair of hands people rope in to tidy up the client pitch before it goes out. None of it’s on your job description. But if you stopped? You’d hear about it quick smart.

The Weight That Creeps Up on You

Picture this. It’s 9:30am, and before you’ve even touched your own list, a few “quick ones” come flying your way:

“Can you fix the PowerPoint slides?”

“Mind walking me through the meeting notes?”

“Could you give this draft a polish before the client sees it?”

On their own, no big deal. So you say yes. But by lunchtime, you’ve chipped away half your focus. By mid-arvo, your real work is still waiting — and your energy’s gone.

That’s the trap. Invisible work doesn’t come crashing down in one go. It trickles in. It lingers. And because it never makes it into a report or KPI, no one’s keeping score.

Meanwhile, the “big wins” get celebrated with cake, speeches, or a pat on the back. But those small favours that kept the wheels turning? They disappear into thin air. Except for the person doing them.

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Why Leaders Often Miss It

It’s not that managers don’t care. Most just don’t see it. Work usually gets measured in deadlines, deliverables, numbers. Invisible work doesn’t leave a tidy paper trail. Unless someone names it, it flies under the radar.

And here’s the awkward bit: it feels trivial to call it out. Saying “I’m over being the one fixing the formatting” doesn’t sound nearly as serious as “I’m buried in projects.” So people bite their tongue — until it builds up into burnout, resentment, or someone quietly checking out.

Where Mental Health Fits In

This is why workplace wellbeing has to dig deeper than fruit bowls and lunchtime yoga. It’s about recognising those unseen drains — the constant interruptions, the emotional labour, the glue work that keeps things ticking.

Good mental health training gives staff a way to talk about it: “This matters too.” And it gives leaders sharper questions to ask: “What’s weighing on you that doesn’t show up in the reports?”

These small conversations can be the difference between someone thriving, or burning out in silence.

Sharing the Load

Invisible work won’t vanish. Every team needs people willing to chip in and pull their weight beyond the basics. But it doesn’t need to land on the same shoulders every time. And it certainly doesn’t need to go unnoticed.

Some practical shifts:

Rotate the small jobs so they’re shared around.
Call out unseen effort when you spot it.
Adjust expectations if someone’s clearly carrying more than their share.

Recognition doesn’t need bells and whistles. Even a quick, “Thanks for picking that up” makes the load lighter.

Why It’s Worth Seeing

On paper, invisible work looks minor. But in reality, it shapes whether people feel valued or invisible themselves. Ignore it long enough and good people switch off — mentally or literally.

But when workplaces make the effort to see it, share it, and respect it, that invisible work transforms from a hidden burden into a shared strength. And that’s when people stick around, chip in, and feel proud of what they bring to the table.

Author: Peter Diaz

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The Real Cost of Poor Leadership in Workplaces

10/09/2025

I once worked under a manager who made every day feel harder than it needed to be. The job itself wasn’t the problem — it was the way he showed up. Tense. Snappy. Quick to point out the smallest mistake. By Friday, the whole team looked like we’d been slogging through mud all week.

That’s the real cost of poor leadership. You don’t always see it in reports or profit margins. You see it in people heading home completely drained. In smart ideas that never make it to the table. And in good staff who quietly start polishing up their CVs.

What the Numbers Don’t Tell You

Every workplace talks about results. Revenue. Sales targets. Deadlines. Those matter, of course.

But they don’t tell you what it feels like to sit through a meeting where no one dares to speak up. Or to spend your weekend already dreading Monday because of the tone set by your boss.

You can’t measure the way trust disappears. But you can sense it if you’re paying attention.

When Burnout Sneaks Up

Burnout doesn’t usually arrive with flashing lights. It creeps in. Someone skips lunch. Another starts replying to emails at midnight. The office chat gets quieter. Before long, you’ve got a team running on fumes.

The work still gets done — until suddenly it doesn’t. Sick days go up. Mistakes pile up. And more often than not, it’s the reliable people, the ones you thought would hold the place together, who hit breaking point first.

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Why People Really Leave

Over the years, I’ve asked plenty of people why they left their jobs. Very few said money. Most said something like, “I just couldn’t deal with my boss anymore.”

When someone leaves, it costs more than just a hiring fee. You lose trust. You lose relationships with clients. You lose that sense of stability that holds a team together. And when one person goes, others often start wondering if they should too.

The Ideas That Never Surface

Here’s something you’ll never see on a balance sheet: the ideas that never get spoken. I once heard someone say, “I knew how to fix it, but why bother? The boss won’t listen.” That’s not laziness. That’s self-protection.

Multiply that across a whole team, and innovation doesn’t disappear with a bang. It disappears with silence.

Managers’ Mental Health Matters Too

It’s easy to point the finger at “bad bosses.” But often, managers are struggling themselves. They’re overloaded, under pressure, and short on support. And when a manager is running on empty, the team feels it.

Managers’ mental health doesn’t get talked about nearly enough — but it’s central to how a workplace runs. A burnt-out leader can’t create a thriving team. They pass their stress down the line, usually without even knowing it.

Supporting managers isn’t just the kind thing to do. It’s the practical way to stop the cycle.

The Real Cost and the Alternative

The hidden price of bad leadership isn’t just financial. It’s the flat look on people’s faces at 3 p.m. It’s the good staff you lose. It’s the bright spark that could have driven innovation, but never got a chance.

The good news? When leaders are trained, supported, and healthy themselves, everything changes. Teams don’t just hit targets — they want to be there. They bring energy. They contribute ideas. They grow.

That’s why at the Workplace Mental Health Institute, we focus on both sides: building leaders’ skills and looking after their wellbeing. Mental health programs like Mental Health Essentials for Managers, Leadership Resilience, and Managing Psychosocial Safety give Australian leaders the tools to step up without burning out.

Because at the end of the day, leadership isn’t just about titles or KPIs. It’s about how people feel on the other side of your decisions.

Author: Peter Diaz

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How Psychological Safety Helps Every Voice Be Heard at Work

25/08/2025

I’ve lost count of how many times I’ve seen this in workplaces across Australia. There’s always that one person in the room who doesn’t say much in meetings. They’re listening carefully, scribbling notes, maybe giving the occasional nod — but rarely jumping in.

Then a new manager comes along and asks them directly: “What’s your take on this?”

The room turns. The quiet observer speaks. And suddenly, the project takes a whole new direction.

That’s not by chance. That’s what happens when people feel safe enough to share what’s really on their mind.

The Quiet Revolution

Whether it’s in Sydney, Melbourne, or even further afield, I’ve noticed the same pattern: the loudest voices often take up the most space. But the real breakthroughs? They often come from those who prefer to think before they speak.

The problem is, many workplace cultures still favour quick answers and fast talkers. The deeper, more reflective ideas often slip through the cracks. After a while, quieter people stop offering them at all.

But when organisations build genuine psychological safety — a culture where people can contribute without fear of being dismissed or judged — those quieter voices begin to rise. And that’s when the real innovation begins.

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What Psychological Safety Really Means

It’s not about being overly “nice” or avoiding tough conversations. True psychological safety is about creating the right conditions so people feel safe to bring their whole selves to work. That looks like:

Questions being seen as curiosity, not criticism
Mistakes treated as part of the learning process, not failures to hide
Different ways of thinking actively welcomed
Silence respected as thinking time, not disengagement

In other words, it’s about trust. And trust is at the heart of how to maintain healthy relationships — not just at home, but in the workplace too.

Practical Ways Leaders Can Make It Happen

From what I’ve seen work with Australian teams, a few simple habits can make all the difference:

Start with quiet reflection. Give everyone a few minutes to write their thoughts before the group discussion. It levels the playing field between the quick talkers and the deep thinkers.

Make sure everyone has a voice. Go around the room and give each person their turn, no skipping.

Use small groups. Break discussions into trios or quartets where people feel more comfortable to contribute.

Follow up one-on-one. A quick “I’d love to hear what you were thinking earlier” can bring out great ideas that might not have been voiced in the meeting.

What Changes When You Get It Right

When teams build psychological safety into their culture, you start to see big shifts: fewer workplace conflicts, less turnover, better collaboration, and stronger problem-solving.

But beyond the numbers, there’s a bigger win: that quiet team member finally speaking up, and everyone realising the breakthrough idea was sitting in the room all along.

Are you a psychologically safe manager? Take the self assessment to find out.

Your Next Meeting

Take a look around the table. Who’s listening more than they’re talking? Chances are, they’re holding onto something valuable. Sometimes the most powerful leadership move is to pause, ask, “What’s your perspective?” — and then really listen.

The best ideas don’t always come from the loudest people. They come from the people who feel safe enough to share.

Final Thoughts

Building psychological safety isn’t just good for innovation — it’s essential for building resilient, connected teams. And just like in any relationship, trust is what keeps people engaged, motivated, and willing to speak up.

If you’re looking for ways to strengthen your workplace culture, we’ve got free mental health materials available to help you start the conversation. Our workplace mental health training can also show your leaders how to foster trust, create safer spaces for discussion, and turn psychological safety into a genuine competitive advantage.

Because when every voice is heard, that’s when workplaces truly thrive.

Author: Peter Diaz

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Why Good People Leave Without Making a Fuss

04/08/2025

Sometimes, your best worker just calls you in for a quick chat.

No problems raised. No obvious tension. Just a quiet “Thanks for everything—I’ve decided to move on.”

And you sit there wondering,

“Since when?”

Truth is, top performers rarely kick up a stink. They put their head down, get things done, and help others stay on track. They don’t shout when something’s off—they just slowly stop showing up in the same way. Not physically, but emotionally.

And by the time you notice, they’re already halfway out the door.

It Doesn’t Come Out of Nowhere

It’s rarely about one big thing. Usually, it builds up over time.

One day, they’re not as chatty. They say less in meetings. They start declining invites. No one thinks much of it—they’re just “busy” or “a bit quiet lately.”

But in their mind, they’re already weighing up their next move.

And if no one checks in, they’ll take it.

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Money Isn’t Always the Dealbreaker

A pay rise might tempt someone to leave. But it’s often not the root cause.

More often, it’s that feeling of being overlooked. Of doing the hard yards and wondering if anyone even notices. Or being stuck doing the same thing, with no chance to stretch or grow.

Sometimes, it’s because they’re tired of cleaning up other people’s messes. Other times, it’s deeper—they just don’t feel like they fit anymore.

That’s where mental health awareness training can make a difference. Not as a box to tick, but as a tool to actually understand what your team needs—before you lose them.

The Real Loss Isn’t in the Job Title

You don’t just lose a role when someone leaves. You lose their insight. Their history with the company. The way they hold the team together behind the scenes.

You lose a sounding board. A calming presence. Someone who genuinely gave a damn.

And when they walk, others start thinking…

“If they’re going, should I be looking too?”

This is why culture matters more than ever. Having an anti-bullying course is great, but it’s not enough. What matters is whether people feel safe, supported, and respected—every day, not just during induction.

If You Want to Keep Them, Start Here

Forget gimmicks. Here’s what works:

Ask real questions.

Not the fluffy ones. Ask, “Is there something we’re not doing well?” or “What would make work better for you?”

Give them room.

If someone’s ready to take on more, let them. Let them mess it up a bit. That’s how people grow—and growth keeps people engaged.

Say thanks, and mean it.

Not just for smashing goals. For showing up with a good attitude. For staying late when no one asked. For keeping the mood up during tough weeks.

Address the hard stuff.

If someone isn’t pulling their weight, speak up. Staying silent sends the wrong message to the people who are showing up every day.

Look after their mental space.

Check in. Make time. Join in on the little things, like workplace chats or activities for mental health month. It shows you care, even when things are busy.

Make Work Somewhere They Want to Be

People don’t just leave for better jobs. They leave when they feel like no one’s paying attention.

But they stay when they’re challenged. When they’re trusted. When they feel like their work means something.

You don’t have to be perfect. Just real.

Maybe now’s the time to ask,

“How’s work feeling lately?”

And really listen.

Because once someone’s made their mind up, your chance to keep them has already passed.

Author: Peter Diaz

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Mental Wealth at Work: A Proven Strategy to Reduce Absenteeism in Australian Businesses

12/07/2025

There’s something unspoken in a lot of Aussie workplaces. You hear it in that awkward pause before a Zoom call kicks off. Or when someone asks, “How’s everyone doing?” — and gets a quick, polite “Yeah, good thanks” from the group. Even though… clearly not everyone is. This often hints at underlying workplace mental health issues.

It’s not always burnout. Or anxiety. Or overwhelm. But it’s something. And whatever it is, it’s costing teams more than just a bad day. It’s contributing to employee mental health and absenteeism, impacting productivity, focus, energy, and creativity. The spark that makes work meaningful — and people feel human.

We’ve normalised it, though. Tired teams, constantly in catch-up mode. Leaders juggling too many hats. People pushing through, because that’s the Aussie way, right? Get on with it. Tough it out. This often leads to work from home burnout and working from home stress.

But what if we didn’t have to keep doing it that way? What if we prioritised workplace wellbeing through effective workplace mental health programs and employee wellbeing programs?

Mental Health at Work Is the Start. Mental Wealth Is the Game Changer.

Most businesses are already on board with the importance of mental health at work. The campaigns, the stats, the activities for Mental Health Month — maybe you’ve done a mindfulness session or joined a step challenge. You might have participated in mental health awareness training or mental health awareness activities.

All good stuff. But let’s take it further.

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Mental Wealth is what happens when you build something deeper. It’s not just about surviving the tough days — it’s about having the tools, the mindset, and the community to get through them well. It’s resilience with resources. Not just for the breakdown moments. For the everyday. This is about building mental health resilience and promoting a mentally wealthy workforce.

Stress in the Workplace Is Real. But It Can’t Be the Default.

Look, stress in the workplace is real. We all know that. Deadlines exist. Tricky conversations need to happen. And yes, some weeks will be chaotic. This can lead to psychological injuries and mental injury at work.

But when that chaos becomes business as usual? When every day feels like a pressure cooker? That’s when the cracks appear.

People start missing work. (Absenteeism creeps up, often as sick days mental health or sick leave for mental health). Emails get shorter. Smiles fade. Teams disconnect. The work still gets done — but not with the energy, care, or collaboration it needs. Workplace bullying signs and a toxic work culture can also emerge.

And if no one names it? It gets dismissed as laziness. Or “poor attitude”. Or not being a “culture fit”.

When really, it’s just a sign of people running on empty, facing potential workplace burnout.
So What Does Mental Wealth Actually Look Like?

It’s not a checklist. It’s more a feeling you get when you walk into the room. It’s about cultivating psychological safety in the workplace.

It’s the team that can laugh — even when it’s flat out. The manager who checks in and really listens, demonstrating skills learned in manager mental health training or resilient leadership training. The colleague who quietly covers for someone who’s struggling, no questions asked.

Sometimes it means pushing back on that unnecessary 7th meeting. Or making it okay to not reply to emails after hours. Or simply recognising that support at work isn’t just nice — it’s necessary. This often ties into good risk management for supervisors and managers regarding employee mental health.
When people feel resourced, supported, and heard — not micromanaged, not burnt out — that’s when productivity lifts. Not because of pressure. But because people have the headspace to think clearly and the emotional fuel to contribute meaningfully. This is a key benefit of mental health training in the workplace.

This Isn’t Just a Leadership Program. It’s a Human One.

A lot of companies handball this stuff to HR. Or expect team leaders to figure it out solo. And sure, an anxiety management course or leadership training can absolutely help. Corporate mental health training is a great starting point, as are mental health courses for managers.

But workplace culture isn’t built in training rooms. It’s built in small, daily moments:

The way people speak to each other
How you respond when someone says, “Honestly, I’m not okay” (which might indicate signs suicidal or the need for suicide prevention training)
Whether it’s safe to take a mental health day, or silently frowned upon

Workplace burnout doesn’t explode out of nowhere. It drips in slowly — through unspoken expectations, a lack of recognition, and not enough time to recover. This highlights the importance of burnout prevention strategies and burnout prevention training.

And the good news? Culture is everyone’s job to shift. This includes addressing issues like bullying in the workplace training and anti bullying training for employees.

What Happens When You Get Mental Wealth Right?

The changes are subtle at first.

Someone takes fewer sick days. (Absenteeism drops). Another starts sharing ideas again. Deadlines aren’t panic-inducing anymore. People start showing up — not just in body, but in mind and spirit. This demonstrates the success of employee resilience programs and corporate wellbeing programs.
Stress is still there. But now, it’s met with mental wealth — with boundaries, with kindness, and with systems that actually support people. This often involves stress management courses and resilience training in the workplace.

And that’s when the magic happens. Teams collaborate better. Work gets done with intention. And slowly, people stop surviving work — and start enjoying it again. This is the goal of building resilient teams and fostering team resilience in the workplace.

Before You Go

If any of this hit a nerve, it’s probably because you’ve lived it.

That slow, creeping fatigue. That sense that work’s taking more than it gives. That you’re expected to be productive — even when you’re barely coping.

That’s why we talk about mental wealth. Because it’s not fluffy. It’s not optional. It’s the foundation for everything else, leading to improved employee health and wellbeing strategy and reduced statistics on mental health in the workplace.

Want to learn more? Start a conversation in your team. Or grab a copy of Mental Wealth — not because we wrote it, but because it just might be the beginning of something better. Consider exploring corporate mental health programs or mental health training for managers.

Work shouldn’t cost you your mind. Or your health. Or your life outside of it.

And we believe truly, it doesn’t have to.

Author: Peter Diaz

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What Is Trauma Dumping?

03/07/2025

It’s more common than you think — and it can catch anyone off guard

You ever had someone hit you with something really personal, totally out of the blue?

Like, you’re in the middle of a normal conversation — maybe talking about what you did over the weekend — and suddenly they’re unloading something heavy. Proper heavy. It leaves you stunned, not sure what to say. You want to be kind, but you didn’t sign up for this chat, not right now anyway.

That right there? That’s what people are calling trauma dumping.

It’s Not Just Venting

Don’t get this wrong — talking about what’s going on for us is important. It helps. Everyone needs to offload now and then. That’s totally normal.

But trauma dumping is different. It’s when someone shares something big — something emotionally intense — but they don’t check in first. No warning. No “hey, can I share something with you?” Just straight into it.

And the thing is, it’s usually not mean-spirited. It’s often coming from a place of pain or overwhelm. But even so, it can feel like being dragged into someone else’s storm when you were just out for a walk.

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How It Shows Up

There’s no one way it looks, but here are a few you might recognise:

A mate sends you a massive message in the middle of the night, laying everything out without checking in.

A colleague somehow manages to turn every lunch break into a deep emotional download.

Someone you’ve just met starts talking about really traumatic experiences, and you weren’t expecting it at all.

They probably don’t mean to make things uncomfortable. They just need to talk. But if the other person isn’t ready or in the right headspace, it can be a lot. Too much, even.

Why It Can Be a Problem — Especially at Work

Let’s be real — most of us are already carrying a fair bit. Workplaces can be stressful enough as it is.

So when emotional boundaries get crossed — even with good intentions — it can wear people down. It can create tension in teams. It can make people uncomfortable, unsure how to respond, or simply not want to engage anymore.

This kind of sharing:

Can leave others feeling drained or helpless
Might blur professional lines
Often doesn’t help the sharer feel any better in the long run
Can stop people from seeking proper support, because they’re offloading in the wrong spaces

That’s why things like mental health training and trauma-informed practices are so important in workplaces now. It’s not about shutting people down. It’s about having the tools to navigate these moments safely — for everyone involved.

A Better Way to Share

So no — the answer isn’t “don’t talk about stuff.” Not at all. The answer is being mindful about how we share, and when.

A simple check-in makes a huge difference:

“Hey, I’ve got something a bit full-on I’d like to talk about. Are you in a space for that?”

That one sentence shows respect. It gives the other person a chance to say yes, no, or maybe later. That’s how you keep trust strong — even when talking about tough things.

If You’ve Done It Before — It’s Okay

Most people have. Especially in moments when we’re overwhelmed and don’t know who else to turn to. It doesn’t make you a bad person. It just means you’re human.

What matters is what we learn from those moments — and how we do things differently next time.

If you’ve been on the receiving end, you’re allowed to say something too:

“Hey, I really care, but I’m not sure I’ve got the capacity to hold this right now.”

That’s not cold. That’s honest. And that’s healthy.

Final Thought

We talk a lot about being open and honest — and that’s good. But no one really teaches us how to do that well. Not at home. Not at work. Not growing up.

So we’re all learning. All of us.

When we get it right — when there’s trust, timing, and care — sharing can be one of the most powerful things we do. It brings people closer. It builds connection. It heals.

Let’s just remember… not everything needs to be shared all at once. And not with everyone.

Author: Peter Diaz

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The Rise of ‘Quiet Quitting’ and What It Reveals About Workplace Mental Health

25/06/2025

Back in the day, I found myself sitting at my desk, staring at my computer screen, feeling completely drained. I had been working late nights, skipping lunches, and saying “yes” to every request that came my way. On the surface, I was the model employee—reliable, hardworking, and always available. But inside, I was exhausted, disengaged, and quietly counting down the hours until I could log off. I wasn’t alone in this feeling, though I didn’t realise it at the time. What I was experiencing was an early version of what we now call “quiet quitting.”

For those who haven’t heard the term, quiet quitting doesn’t actually mean quitting your job. It’s about doing the bare minimum required by your role—no more going above and beyond, no more hustling for recognition, no more sacrificing personal time for work. It’s a subtle but powerful shift in how people approach their jobs, and it’s become a hot topic in conversations about workplace culture and mental health.

What’s Driving the Trend?

Quiet quitting isn’t just about laziness or disengagement. It’s often a response to burnout, lack of recognition, or the feeling that no matter how hard you work, it’s never enough. According to a 2022 Gallup survey*, only 21% of employees worldwide feel engaged at work, and 44% report experiencing high levels of stress. When people feel undervalued or overworked, they naturally pull back to protect their mental health.

Research also shows that the pandemic played a significant role in this shift. A study published in the Harvard Business Review (2021)* found that remote work blurred the boundaries between professional and personal life, leading to increased burnout. Many employees realized they were sacrificing too much for their jobs and decided to set firmer boundaries.

The Mental Health Connection

Quiet quitting is, at its core, a coping mechanism. It’s a way for employees to reclaim some sense of control over their lives. But it also highlights a deeper issue: workplaces aren’t doing enough to support mental health.

A report by the World Health Organization (WHO) in 2022* revealed that depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. Yet, many companies still treat mental health as a secondary concern. Employees are expected to push through stress, exhaustion, and even burnout without adequate support.

This lack of support can have serious consequences. A study by the American Psychological Association (APA)* found that chronic stress at work is linked to a host of health problems, including heart disease, depression, and weakened immune function. When employees feel unsupported, they’re more likely to disengage—or quietly quit.

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What Can Employers Do?

The rise of quiet quitting is a wake-up call for employers. It’s a sign that the old ways of working—long hours, constant availability, and a “hustle at all costs” mentality—are no longer sustainable. To address this, companies need to prioritize mental health and create a culture where employees feel valued and supported.

Here are a few steps employers can take:

Normalize Boundaries: Encourage employees to take regular breaks and disconnect after work hours if they need it.

Recognize Efforts: Acknowledge the work your employees do. Let them know what good performance looks like and praise them for it.

Set a Clear Vision: Ensure all employees understand the company’s goals and how their work fits into achieving them.

Provide Mental Health Resources: Offer counseling, stress management programs, and resilience training to help employees manage their mental health.

Foster Open Communication: Create a safe space where employees can express their concerns without fear of judgment or retaliation.

A Shift in Perspective

Quiet quitting isn’t just a trend—it’s a reflection of how work culture is evolving. Employees are no longer willing to sacrifice their well-being for the sake of their jobs. They’re demanding a healthier, more meaningful approach to work, and employers need to listen.

For me, that moment of staring at my computer screen was a turning point. I realized I needed to set clear goals, boundaries and prioritize my mental health. It wasn’t easy, but it made a world of difference. And while I’m no longer quietly quitting, I understand why so many people are.

The conversation around quiet quitting isn’t just about work—it’s about how we value ourselves and our time. It’s a reminder that we’re human beings, not machines, and that our well-being matters.

What are your thoughts on quiet quitting? Have you experienced it or seen it in your workplace? Let’s start a conversation.

At WMHI, we’re committed to supporting workplace mental health through our training solutions. Our programs are designed to help employees thrive by equipping them with the tools to manage stress, build resilience, and foster a healthier work-life balance. Because when employees feel supported, everyone benefits.

References:

Gallup (2022). State of the Global Workplace Report.
Harvard Business Review (2021). How the Pandemic Has Changed Workers’ Attitudes.
World Health Organization (2022). Mental Health in the Workplace.
American Psychological Association (APA). Stress in the Workplace.

Read the latest issue of the WorkLife magazine – Building Safe Workplaces

Time To Stop Your Social Media Addiction From Killing Your Career & Relationships

15/07/2021

Social networking sites have become the cornerstone of communicating in our modern era and an important way of connecting with other people. Platforms such as Twitter, Facebook, Instagram, YouTube and TikTok allow users to create a sense of belonging and redefine their way of being in the world. As of the end of 2020, a digital 2020 report published by We Are social Inc. mentioned that over 3.7 billion people are actively using the different types of social media platforms worldwide. Moreover, most of these platforms provide people with information, career interests and interactive forms through virtual communities. Despite the positive vibes these platforms generate, there have been recent developments that have raised questions.

Alarms have been raised about the possibility of a type of social media addiction, causing adverse effects on users and those in contact with them. Notably, the purpose of this article is not to outrightly declare that public social media networks are harmful since they have some benefits. We want to look at the potential negative impacts, the issue of social media addiction, its symptoms, and the best treatment methods.

What is Social Media Addiction?

We refer to social media addiction as the relentless urge to use public online platforms even at the cost of real-life relationships and activities. Even though experts are yet to produce an official “social media addiction disorder”, the dangers of public networks are rising at an alarming rate daily. A Nobel-winning prize study conducted in 2014 showed that teenagers’ excessive use of technology caused massive disruptions to their mental and physical health, weight, sleep patterns, exercise levels, and, most importantly, their schoolwork. Young girls seem to be at a higher risk.

The same study showed 40% of the young adults and 21% of adults were using online public networks even while in the bathroom. A recent survey conducted shows that social media addiction on users clocked a mean of 37% from a sample size of 1390 persons. This data would mean that 1 out of 3 people in a group is a potential addict.

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How Public Platforms Affect the Brain

According to Harvard University’s recent study, social networking sites affect the same part of the brain that gets ignited by addictive substances. Our brain has different sections, and for our case, we will focus on the reward section. This section comprises messenger pathways affected by the many decisions we make and the sensations we experience.

Whenever you experience something rewarding or inject any addictive substance into your system, the neurons located in the primary dopamine-producing areas are activated. When these neurons are activated, they cause dopamine levels to rise, thus sending messages to the brain to receive a “reward”, which is also similar to the experience produced by an addictive drug. Upon receiving a notification such as a “mention” or a “like”, the brain also receives information to release dopamine. Once produced and transmitted, dopamine causes the subject to feel pleasure. Public platforms tend to provide an endless number of instant rewards in the form of attention from other platform users.

Addiction to Facebook and other public platforms activates the brain’s reward section, which doubles when individuals speak about themselves. People tend to talk about themselves around 32 to 45% of the time in an actual life situation. Contrary to this fact, people tend to talk about themselves or show off their life’s accomplishments on social media platforms almost 82% of the time. Whenever a user posts a picture and receives positive social feedback, the brain releases dopamine which is regarded as a reward to the behavior and glorifies the social media habit.

Public networking sites are problematic when users view these sites as a vital coping technique that relieves loneliness, depression, and stress. Especially if users perceive social media as giving them more rewards than real-life experiences, forcing them to engage with these sites persistently.

Eventually, they get caught up in denial leading to various interpersonal problems such as ignoring work or school responsibilities, real-life relationships, and even physical and mental health needs. The continuous use of these platforms increases their level of dependency.

The Signs and Symptoms of Social Media Addiction

The Signs of Social Media Addiction

Most users need to be wary of the signs mentioned below in their earlier stages. Users’ alertness will go a long way to help neutralize the addiction faster and before a stronger addiction appears. If any of these signs and symptoms feel too familiar to you, act fast! The sooner you act to stop social media addiction on its tracks, the easier it will be for you to either avoid it altogether or minimize its impact and harm. It’ll also make it easier to stop in the future.

Sharing Every Activity, you Undertake Anytime

By now am sure your mind is racing on that friend who you can keep track of all their minute moves. Alex, a renowned author of the book “The Distraction Addiction,” wrote that people are interested in the amount of fun they have or what they do online rather than what they do in the natural/physical world. We all desire to share our incredible experiences during the last vacations or social gatherings we attended. However, distractions caused by our smartphones when attempting to get the perfect shot makes us miss on more than what we gain.

Knowing a lot of Social Media Information about People who you have little information on them in the Real World

Pang, an Asian Scientist, reported that a vital indicator of social media addiction is having a vast knowledge of people’s social lives compared to real life. What they do, what they ate for breakfast, and which shop they get their merchandise from are readily available online. Such information usually open doors to a long-term intimacy, often not achievable with real-life friends.

Notably, knowledge about an individual without physically meeting them explains the time we spend on their social network platforms. Scholastic study conducted by Mr. Ayeni reported that 90% of teens using public networks concur that a large portion of social media users share too much information about themselves, their loved ones, and their surroundings. Therefore, the million-dollar question is, why do they do it?

Preparing Recipes and Cooking Clips to Share on Social Media Platforms

When making your finger-licking salad for lunch, between enjoying the salad peacefully or sharing it on your page, which one is more important? Furthermore, with the popularity and mass following on these sites, the food’s visual aspect overrules the practical one, eating. This notion has led to improper planning on the meals we wish to prepare, inappropriate shopping for ingredients which eventually leads to mass food wastage.

Feeling Uncomfortable when you Fail to Access your Phone

Have you experienced dissatisfaction when you fail to control Instagram when asked to stop at the traffic lights? Or are you unable to scroll through Facebook before you go to bed? Research has shown that an average person tends to check their phones every 12 minutes while one of them in every 10 persons tends to check theirs after every 4 minutes. Inability to access their phones leads to anxiety, which shows how dependent we are on social media platforms.

Unhappiness Caused from Comparing Yourself with Social Media Personas

Jealousy is the other sign that depicts the dangerous dimensions that social media dependence has placed over your life. Having the freedom to select what we desire to share online has opened the floodgates to creation of online personas. Even though we get to see a fraction of their real world online, we often choose to throw that fact under the bus and continue stalking them. Whenever you begin feeling jealous over your friends’ celebrations, homes, cars, and body measurements, your public network addition has probably gone overboard.

The Symptoms of Social Media Addiction

Social media addiction shows the following symptoms

Lack of concentration on physical activities
Feeling guilty repeatedly
Sleep disorders
Overweight and obese
Anxiety and dishonesty
Low self-esteem and loneliness
Carpal Tunnel Syndrome (CTS): This condition causes numbness, weakness or tingling on your hand. This condition may be caused by spending too much time on your phone
Depression: Due to lack of motivation resulting in low productivity at work and poor school performance

Notably, many of these symptoms are majorly caused by unrealistic expectations that social media users subject themselves to. Moreover, they tend to survive on pretense of living a glamourous lifestyle showcased by the affluent social media users.

The Plausible Ways for Breaking Social Media Addiction

The only way to salvage yourself from social media addiction is by first accepting you have this problem. You tend to discover that you are deeply affected if you are constantly asked to put down your phone or when your family members complain of your unavailability or repeatedly miss or come late for scheduled activities since you were engaged in social media platforms. Breaking the addiction chain cannot happen by abrupt abstinence from online activities, although you can begin by setting limits. Moreover, you can control your internet usage by following these steps.

Deletion of unnecessary mobile chatting applications
Dedicating your time to other social activities or hobbies
Deactivating the push notifications to lessen the traffic on alerts. This reduces the urges to check your feeds frequently
Proper Allocation of time for online activities: You can indulge yourself in other productive activities such as reading a book, workouts or taking walks
Maximum allocation of your free time to your family members and friends since they are the first respondents to most of your social needs
You can also seek professional help if you cannot manage your addiction from an individual perspective or within your circle

Illness and Antisocial Behaviors Associated with Social Media

In recent years, heavy dependence on social media has caused mental illnesses to rise to new prevalence in the forms of voyeurism, paranoia, antisocial tendencies, and narcissism. Moreover, the Fear of Missing Out or FOMO could be among the pacesetters of most inappropriate behaviors posted on social media feeds. Also, there is a group that dwells on the shock factor, and the more the mass that reacts to the post, the more satisfaction is derived. This gives room to reinforce the behavior.

Some of the traits that are regarded as antisocial include the inability to be remorseful for wrongdoings, inability to show empathy, complete disregard to other people’s feelings and bullying. Furthermore, the prevalence of antisocial traits has dominated the internet, especially after the breakout of the novel coronavirus. Daily we witness horrible acts of violence, cyberbullying, racial abuses, self-mutilation with extremities leading to loss of life. All these acts can be attributed to antisocial behaviors spreading across the internet.

How to Use Social Media Safely

Among the wake-up calls to mitigate public network additions is when you begin experiencing frustrations on the number of chatting apps on your phone. At this point, to salvage your wellbeing, here are a few tips for consideration.

Learn to live in the Moment

Even though the urge to post fun activities online becomes pressing with time, allow yourself to give in occasionally. However, never let these urges overshadow the actual feeling of living these moments and enjoying real-time experiences.

Follow Feeds that Brings you Gratification

This will help ensure that the extent of exposure is only to people and things that generate positive vibes while you are online. Furthermore, you will get essential takeaways, which can be applied in different situations, such as conflict resolution.

Avoid Making Comparisons with Online Personas

When scrolling through people’s content, always keep in mind that what they share only depicts a small portion of their lives. Hence, comparing yourself to their online lives will create a feeling of inadequacy, leading to unhealthy obsessions while you continue stalking them.

Always Filter your Content Before Posting

Learn to post content that best fits all social groups in society. This will prevent creating online chaos while maintaining the status quo and passing your message effectively.

Conclusion

Public networking sites have become increasingly omnipresent today. However, this should not give room for addiction or inappropriate usage of the platform. Ensure you set clear boundaries and prioritize your time efficiently to prevent over reliance on social media.

References:
wearesocial.com/uk/blog/2022/01/digital-2022-another-year-of-bumper-growth-2
pmc.ncbi.nlm.nih.gov/articles/PMC7366938
sites.harvard.edu/sitn/2018/05/01/dopamine-smartphones-battle-time
academia.edu/39618314/Social_Media_Addiction_Symptoms_And_Way_Forward

Author: Peter Diaz

Connect with Peter Diaz on:

Tag Archives: Mental Health Strategy

Take a Minute to Notice

Move a Little

Let Yourself Create

Talk to Someone

Step Outside

Put Boundaries Around the Noise

Are you a psychologically safe manager? Take the self assessment to find out.

Build What Works for You

The Weight That Creeps Up on You

Why Leaders Often Miss It

Where Mental Health Fits In

Sharing the Load

Why It’s Worth Seeing

What the Numbers Don’t Tell You

When Burnout Sneaks Up

Why People Really Leave

The Ideas That Never Surface

Managers’ Mental Health Matters Too

The Real Cost and the Alternative

The Quiet Revolution

What Psychological Safety Really Means

Practical Ways Leaders Can Make It Happen

What Changes When You Get It Right

Are you a psychologically safe manager? Take the self assessment to find out.

Your Next Meeting

Final Thoughts

It Doesn’t Come Out of Nowhere

Money Isn’t Always the Dealbreaker

The Real Loss Isn’t in the Job Title

If You Want to Keep Them, Start Here

Make Work Somewhere They Want to Be

What Happens When You Get Mental Wealth Right?

It’s Not Just Venting

How It Shows Up

Why It Can Be a Problem — Especially at Work

A Better Way to Share

If You’ve Done It Before — It’s Okay

Final Thought

What’s Driving the Trend?

The Mental Health Connection

What Can Employers Do?

A Shift in Perspective

What is Social Media Addiction?

Did you check our Mental Health Courses?

How Public Platforms Affect the Brain

The Signs and Symptoms of Social Media Addiction

The Signs of Social Media Addiction

Sharing Every Activity, you Undertake Anytime

Knowing a lot of Social Media Information about People who you have little information on them in the Real World

Preparing Recipes and Cooking Clips to Share on Social Media Platforms

Feeling Uncomfortable when you Fail to Access your Phone

Unhappiness Caused from Comparing Yourself with Social Media Personas

The Symptoms of Social Media Addiction

The Plausible Ways for Breaking Social Media Addiction

Illness and Antisocial Behaviors Associated with Social Media

How to Use Social Media Safely

Learn to live in the Moment

Follow Feeds that Brings you Gratification

Avoid Making Comparisons with Online Personas

Always Filter your Content Before Posting

Conclusion