How to Foster Mental Wellness at Work: 15 Lessons for Psychological Health SETRONICA

Criteria for Psychological Health: 15 Lessons for the Corporate World

Alla Dortman | February 11th, 2025

Employee well-being is crucial for business success. Nancy McWilliams’ principles of psychological health offer valuable insights for both personal growth and corporate culture. These ideas can help create a more resilient workforce and a healthier work environment.

Let’s explore these concepts and see how they apply to the business world. We’ll look at real examples and discuss their psychological impact on individuals and organizations. This approach can show how prioritizing mental health in the workplace leads to improved company performance and sustainable growth.

1. Ability to love

In a professional context, love can be interpreted as respect for colleagues and genuine interest in their success. A true leader values each employee’s contribution, supports colleagues, and creates an atmosphere of trust.

⭐️ Example:

Team leader named Sarah always takes time to recognize her team’s hard work. When Joe from accounting nails a tricky report, Sarah doesn’t just say “good job” and move on. She tells the whole department how Joe’s work helped everyone. This makes Joe feel valued and motivates the entire team.

👉 Why it matters:

When people feel appreciated, they’re more likely to go the extra mile. It creates a positive cycle where everyone wants to help each other succeed.

2. Ability to work

Psychologically healthy people find meaning and joy in their work. This includes the ability to set goals, maintain persistence, and adapt to challenges. An employee who sees challenges as opportunities for growth demonstrates this quality.

⭐️ Example:

Tom, a software developer, is working on a challenging project that’s hit some snags. Instead of getting frustrated, Tom sees each problem as a puzzle to solve. He stays late some nights, not because he has to, but because he’s excited about cracking the code.

👉 Why it matters:

People who enjoy their work are more productive and creative. They’re also more likely to stick around, reducing turnover costs for the company.

3. Ability to play and be spontaneous

Moments of creativity and spontaneity are important in professional life. Teams that hold brainstorming sessions allow participants to express their boldest ideas. Spontaneity helps find unconventional solutions and reduce tension.

⭐️ Example:

A marketing team is stuck on a new campaign. Their manager, Lisa, surprises everyone with an impromptu game of office charades. During the game, someone acts out “light bulb,” and suddenly, the team has a brilliant idea for their campaign.

👉 Why it matters:

Playfulness can reduce stress and boost creativity. It also helps team members bond, leading to better collaboration.

4. Safe relationships with people and autonomy

The ideal work environment combines trusting relationships and respect for personal independence. A manager who supports open communication while providing autonomy in decision-making creates healthy dynamics.

⭐️ Example:

At a tech startup, the CEO, Mike, encourages open communication. He also lets team leads choose their own project management styles. When conflicts arise, people feel comfortable discussing them openly, knowing Mike supports both honesty and independence.

👉 Why it matters:

This balance creates a positive work environment where people feel respected and empowered, leading to higher job satisfaction and productivity.

5. Maintaining integrity and accepting weaknesses

Successful professionals understand their strengths and weaknesses, acknowledge mistakes, and learn from them. For instance, an employee who can calmly admit to an oversight but offers solutions demonstrates maturity.

⭐️ Example:

During a client presentation, Alex realizes he made a mistake in his calculations. Instead of trying to cover it up, he acknowledges the error, explains how it happened, and offers to provide corrected figures by the end of the day.

👉 Why it matters:

Honesty builds trust. When people admit their mistakes, it creates a culture where everyone feels safe to take risks and learn from failures.

6. Stress tolerance and adaptation

The ability to cope with stress is a critically important quality.

⭐️ Example:

Jenny, a project manager, finds out last-minute that a key team member is sick right before a big deadline. Instead of panicking, she quickly reorganizes tasks, calls in a favor from another department, and keeps her team calm and focused.

👉 Why it matters:

High stress tolerance helps maintain productivity during challenging times and prevents burnout.

7. Realistic self-esteem

Healthy self-esteem allows for an adequate assessment of one’s achievements and recognition of one’s limitations. An employee who acknowledges when they need to learn and isn’t afraid to ask for help demonstrates this quality.

⭐️ Example:

Dave, a new hire, is great at writing texts but struggles with web analytics. He confidently presents his copies, but isn’t afraid to ask for help with data tasks. He knows his strengths but also recognizes areas where he can improve.

👉 Why it matters:

People with realistic self-esteem are more likely to seek feedback, learn from others, and contribute positively to team dynamics.

8. Sensitivity to morals and values

Ethics and principles should be part of the corporate culture. Companies that develop ethical codes and encourage adherence to values create trusting relationships with clients and partners.

⭐️ Example:

A sales team is pressured to meet targets. One member, Rachel, discovers a way to inflate numbers slightly. Instead of doing it, she brings up her concerns in a team meeting, leading to a discussion about ethical sales practices.

👉 Why it matters:

Ethical behavior builds a company’s reputation, attracts like-minded employees and clients, and prevents costly scandals.

9. Ability to experience and withstand emotions

Emotional stability is important in any profession. An example could be a leader who maintains composure in a crisis situation and knows how to support the team.

⭐️ Example:

After losing a major client, the sales team is understandably upset. Their manager, Bob, acknowledges everyone’s disappointment, but then guides a discussion on what they can learn from the experience and how to move forward.

👉 Why it matters:

Emotional intelligence leads to better communication, stronger relationships, and more effective problem-solving.

10. Reflection and self-observation

The ability to analyze one’s actions and learn lessons helps in development. Conducting regular retrospectives in projects contributes to improving work efficiency.

⭐️ Example:

After each project, Maria’s team holds a “lessons learned” meeting. They discuss what went well, what didn’t, and how they can improve next time. Maria also encourages everyone to keep a work journal for personal reflections.

👉 Why it matters:

Regular reflection leads to continuous improvement, both for individuals and the organization as a whole.

11. Ability to differentiate between self and others

Empathy is important, but the ability to maintain boundaries is equally valuable. A manager who understands employees’ problems but doesn’t take them on personally maintains a healthy distance.

⭐️ Example:

HR manager Paul is known for his empathy. When an employee comes to him with personal problems affecting their work, Paul listens compassionately and offers support. However, he also maintains professional boundaries and doesn’t take on the employee’s emotional burden.

👉 Why it matters:

This balance prevents burnout and allows for supportive but professional relationships in the workplace.

12. Flexible defense mechanisms

Psychologically mature people use a variety of strategies to solve problems. Instead of avoiding conflict, a healthy reaction may include seeking compromise or open discussion.

⭐️ Example:

When faced with a tight deadline, some team members work late, others come in early, and some find ways to work more efficiently. Their manager, Sarah, encourages everyone to find the method that works best for them, as long as the work gets done.

👉 Why it matters:

Flexibility in problem-solving leads to more creative solutions and helps prevent stress and conflict.

13. Balance between own and others’ needs

An employee who can consider the company’s interests but also takes care of their own well-being achieves harmony between work and life.

⭐️ Example:

John, a senior developer, is great at his job but also prioritizes his family time. He’s reliable during work hours, but rarely checks email after 6 PM. His balance sets a positive example for the whole team.

👉 Why it matters:

Good work-life balance leads to happier, more productive employees and reduces burnout and turnover.

14. Love for life and sense of fullness

People who feel joy from their work and life in general energize others. An example is a team that celebrates successes and supports each other in difficult times.

⭐️ Example:

Marketing director Emma is passionate about her job but also has a rich life outside work. She often shares stories about her weekend adventures, encouraging her team to pursue their own interests. This creates a more vibrant, energetic workplace.

👉 Why it matters:

People who feel fulfilled in life bring more energy and creativity to their work, inspiring those around them.

15. Acceptance of uncontrollable circumstances

Understanding that not everything can be changed helps focus on what really matters. An employee who quickly adapts to changes in a project, instead of complaining, demonstrates maturity.

⭐️ Example:

A sudden change in regulations affects a company’s main product line. Instead of complaining, the R&D team, led by Chris, sees it as an opportunity to innovate and create something new that meets the new standards.

👉 Why it matters:

Adaptability is crucial in the business world. Teams that can pivot quickly are more likely to succeed in the long run.

Conclusion

Creating a workplace that supports mental health isn’t just nice to have – it’s essential for success. When companies focus on these principles, they’re not just helping their employees; they’re setting themselves up for long-term growth and success.

Remember, small changes can make a big difference. Why not start by implementing one or two of these ideas and see how they transform your workplace?

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