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When we think about ways to improve work performance, it’s important to recognize the strong connection between performance and mental health. Organizations play a pivotal role in shaping this relationship through thoughtful work design and prioritizing employee well-being. Let’s explore some actionable strategies to create a workplace that boosts both mental health and productivity.
Why is work performance important?
It benefits organizations to try to improve work performance by helping employees feel energized and supported, because then they’re naturally more productive, motivated, engaged, and satisfied with their jobs. On the other hand, burnout and stress can significantly hinder performance, making everyday tasks feel like major hurdles.
Managers play a critical role in shaping this dynamic. In fact, research shows that a manager’s influence on employee mental health can be more significant than that of a therapist or spouse. By providing a supportive environment with clear expectations and open communication, managers can help employees perform at their best.
What affects work performance?
Interpersonal, work, and environmental factors all influence performance. Understanding these factors helps pinpoint specific ways to improve work performance:
#1 Interpersonal factors
- Communication and relationships – Poor communication, strained relationships, and lack of support between managers, coworkers, and clients.
- Social and emotional support – Insufficient social support, along with unfair or inconsistent practices.
- Decision-making and fair treatment – Imbalanced power relationships, mismatched management styles, and unfair decision-making or communication practices.
- Harassment and bullying – Harmful behaviors such as harassment, bullying, or discrimination, whether in person or online.
- Recognition and career development – Inadequate recognition, career stagnation, or lack of growth opportunities.
#2 Work factors
- Role clarity – Ambiguous or conflicting responsibilities.
- Decision-making and control – Lack of influence over workload or schedule.
- Workload and variety – High workloads, repetitive tasks, and time pressure.
- Unpredictable schedules and job security – Inflexible schedules, long hours, and insecure employment.
- Manager support – May include lack of information and training, resources, and/or emotional support.
#3 Environmental factors
- Workplace conditions – Poor lighting, excessive noise, or lack of reliable equipment.
- Resource availability and safety – Limited access to necessary tools, unsafe conditions, or extreme temperatures.
Top ways to improve work performance
Here are some strategies to boost performance in the workplace:
#1 Improving interpersonal factors
- Communication and relationships – Use communication as a tool to strengthen relationships and foster alignment. Encourage employees to share how they’re doing through practices like team check-ins, such as Brené Brown’s “two-word check-in” or dropping an emoji in a Zoom chat to reflect their mood. Managers can deepen connections in one-on-one meetings by asking, “How can I better support you this week?”
- Social and emotional support – Offer social and emotional support by implementing strategies at both organizational and individual levels. Establish peer networks, such as mentoring programs, buddy systems during onboarding, or employee resource groups (ERGs) to build meaningful connections. Offering mental health resources such as counseling or stress management programs further cultivates a culture of care.
- Decision-making and fair treatment – Promote inclusivity and fairness with clear policies, manager training on equitable practices, and a confidential employee reporting system for addressing concerns. Enhance transparency by evaluating performance review processes to ensure they’re fair and balanced while also assessing metrics like pay equity, promotion rates, and hiring sources to identify disparities.
- Harassment and bullying – Implement a clear anti-bullying policy with a zero-tolerance approach to harassment, including online behavior and third-party interactions. Provide bystander intervention training and encourage safe, anonymous reporting channels.
- Recognition and career development – Offer regular recognition programs, such as monthly awards or peer shout-outs to celebrate employee achievements. Create career growth opportunities through development plans and mentorship which help to provide transparent pathways for advancement.
#2 Improving work factors
- Role clarity – Another way to improve work performance is by ensuring roles, responsibilities, and performance goals are clearly defined and achievable. This reduces misunderstandings and helps team members focus on their top priorities. Clear expectations empower employees to work efficiently and with confidence, fostering a more productive and aligned team.
- Decision-making and control – Empower employees by offering greater control over their schedules and workloads through flexible work options and opportunities to provide input on task prioritization.
- Workload – Manage high workloads by setting realistic deadlines, redistributing tasks as needed, and hiring additional support during peak times.
- Accommodating schedules – Offer more predictable schedules by planning shifts in advance and allowing employees to swap or adjust shifts if needed. Many companies are exploring creative scheduling strategies. For instance, Land O’ Lakes, a dairy producer, transitioned from fixed shifts to flexible scheduling, enabling employees to select their work hours—leading to improved recruitment, productivity, and job satisfaction.
- Cross-functional collaboration – Equipping teams with the tools and support to work together effectively improves work performance by fostering creative problem-solving and shared responsibility. Cross-functional goal setting helps manage workloads, align priorities, and build a collaborative culture where teams work toward shared success.
- Work-life boundaries – Promote healthy work-life integration by encouraging employees to disconnect and recharge during personal time, boosting their productivity and focus during work hours. Leaders play a critical role by modeling these behaviors—employees often mirror their managers’ practices, even when explicit policies encourage taking PTO or mental health days. Flexible working arrangements further support this balance.
#3 Improving environmental factors
- Workplace conditions – Improve lighting with adjustable fixtures, ensuring each workspace is well-lit. Reduce excessive noise by providing noise-canceling headphones, setting up quiet zones, or using sound-dampening materials. Ensure reliable equipment by scheduling regular maintenance checks and quickly replacing malfunctioning tools or furniture.
- Resource availability and safety – Ways to improve work performance include access to the tools and resources necessary to perform jobs effectively, such as updated software or specialized equipment. This also includes knowledge-based resources (e.g., training materials and access to information).
Prioritize mental health
Prioritizing mental health is essential because employee well-being directly impacts performance, focus, and creativity. Offering comprehensive mental health benefits and designing work in ways that support well-being can help reduce burnout and boost productivity. Psychosocial risk management programs, like Lyra’s Organizational Health Evaluation, are effective ways to address work-related stress by identifying its root causes and providing actionable steps to improve the work environment.
Empower your workforce for lasting success
Finding ways to improve work performance starts with creating a supportive environment where employees feel valued and empowered. When leaders prioritize clear communication, provide meaningful feedback, and promote balance, they inspire their teams to thrive both personally and professionally.
Build a culture of empowerment in your workplace
Lyra offers training and tools to help.
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By
Keren Wasserman
Organizational Development Program Manager
5 of December 2024 - 5 min read
Mental health at work
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