Hello, and welcome to another episode of the Working Conversations podcast, where we talk all things leadership, business, communication, and trends in organizational life. I'm your host, Dr. Janel Anderson.

When you think about the future of work, you probably think about automation, AI, or maybe remote work. But what about mental health? It might not be the first thing that comes to mind, but the US surgeon general is making it clear that mental health is going to be a major factor in shaping the workplaces of tomorrow.

In today's episode, we're going to unpack the surgeon general's framework for workplace mental health and well being. And more importantly, we're going to talk about why this matters for the future of work. Because if companies want to stay competitive, they need to do more than just adapt to new technologies. They need to start prioritizing the mental wellbeing of their employees or risk being left behind.

Now, the US surgeon general's focus on workplace mental health really comes from recognizing just how much work impacts our overall health. The report, titled the Surgeon General's framework for workplace mental health and well being came out last year, and we'll link it up in the show notes if you want to take a look.

I've been referencing it in keynotes, but I realized that I hadn't talked about it here on the podcast. And if you've been listening to the podcast for any length of time, you'll know that this is an issue I've addressed in the past. Way back in episode 77, I did an episode titled let's talk about your well being at work. And I raised some of these issues then. That was way back in September 2022. So a full two years ago, and way before this framework from the surgeon general came out.

So for many people, especially Americans, the workplace can be a big source of stress, burnout, and other mental health challenges that in turn can lead to serious physical health problems. They can also lead to lower productivity and higher absenteeism in the workplace.

Now, from a public health perspective, it makes sense, in fact, that the surgeon general would want to address this, because mental health is clearly and directly tied to broader health outcomes. By providing guidance and advocating for better mental health at work, the surgeon general is looking at the bigger picture, how this impacts not just individual well being, but the overall health of organizations and really even the economy. After all, with so much of our lives spent at work, it's a crucial space for either fostering or harming our mental health.

Now, when it comes to corporate responsibility, I do think it's worth unpacking this a bit on the one hand, companies play such a significant role in people's lives that they really do need to step up and make sure they're treating employees well. I mean, let's face it, people are spending huge chunks of their lives at work, and that has a direct impact on their overall wellbeing. So when we look at the first part of the surgeon general's framework, protect from harm, it makes sense.

Employers have a responsibility to create environments that don't unnecessarily add to stress or create a toxic work environment, and that certainly don't contribute to burnout. And from a business perspective, that's just good business sense. Healthy, engaged employees are more productive and less likely to quit. So everyone wins. But here's where it gets a little tricky.

On the other hand, when people take a job, they're agreeing to perform certain duties, and we can't forget that work, by its very nature, comes with challenges. It's not the company's job to remove all of those challenges or shelter people from the realities of a demanding role. I want to be really careful that we don't cross the line into coddling employees, as if they need to be protected from every bit of stress or difficulty that comes their way.

At the end of the day, there are responsibilities that come with any job. And part of the deal is that people are expected to step up and meet those challenges. So the question becomes, where is that line? I think it's about recognizing that companies do have a duty to create environments where employees can thrive, but that doesn't mean eliminating all stress or all pressure. We need to shift from thinking about protecting employees from the realities of work to think about how we can help them build resilience.

Its about creating workplaces where people are supported and equipped to handle the day to day challenges that come with a job, not coddle them or overly protect them from the duties of said job. So thats the sweet spot, finding that balance between giving people the tools and the autonomy to manage their own well being while still maintaining the accountability that comes with doing a job. And I think the surgeon generals framework really does emphasize that it's not about treating employees like they're fragile. It's about making sure the work environment that those employees are working in isn't what's breaking them down.

So let me give you a quick recap of the five areas in the surgeon general's framework for workplace mental health and well being. And then I want to share a few ideas on why this matters and how it impacts and influences the future of work.

Okay, first, the five areas that the surgeon general's framework covers. Number one, protection from harm. This first area is all about the basics, making sure the workplace isn't harming people. It's about creating a safe, inclusive environment where employees aren't exposed to toxic stress or poor working conditions. This could mean anything from reducing workloads to providing better access to mental health support, or fostering a zero tolerance culture for harassment and discrimination, as a lot of organizations do. At the end of the day, it's making sure that coming to work isn't negatively impacting someone's mental health.Companies that prioritize protecting employees from harm are laying the groundwork for everything else that follows.

Area number two, connection and community. Humans are social creatures, and the workplace is no different. This area focuses on fostering a sense of belonging and connection at work. It's about making sure people feel supported, that they have strong relationships with their coworkers, and that they don't feel isolated, especially in remote or hybrid environments. It's all about not being lonely. Building community at work can help combat feelings of loneliness and disengagement. When people feel connected and supported, on the other hand, they're more likely to stay motivated and engaged. So again, it's good for business, too.

The third area is work life harmony. Now, we've all heard about work life balance. You've heard me talk about it here on the podcast. But this part of the framework takes it a step further, calling it work life harmony, which in fact, I've called it, too. It's about giving employees the flexibility to manage both their personal and their professional lives without feeling like they're constantly sacrificing one for the other, whether that's through flexible schedules, remote work options, or just creating a culture where it's okay to take time off when you need it. This area of the framework is focused on helping people feel like they're in control of their own time. In the long run, that leads to healthier, more productive employees.

Area four of the framework is mattering at work. This one's about purpose. People want to feel like their work actually matters and that they're making a difference, or they're contributing to something larger than themselves and that they're valued. When employees feel seen, heard, and appreciated, they're much more likely to be engaged and satisfied with their jobs. Again, that helps the business. And this area of the framework is all about making sure people know that they're not just a cog in the machine, but that their work has real meaning and impact. It's a reminder for leaders to recognize and celebrate the contribution of their teams regularly.

And the fifth and final area of the framework is opportunity for growth. People want to grow and evolve in their careers, and this part of the framework is all about creating opportunities for employees to learn new skills or take on new challenges and maybe advance in their roles.

But it doesn't have to be about advancement. Its about making sure people feel like theyre progressing rather than just staying stuck in the same place year after year. Employers who invest in the growth and development of their teams are going to be the ones who attract and retain the top talent in the long run. And thats what everybody wants to be, an employer of choice.

Okay, so each of these five areas is designed to build a workplace where mental health and well being are prioritized. And that's going to create a more supportive and productive work environment for everyone. Okay, now let's look at why we need to address these five issues in the workplace. Not only is it part of the social compact that an employer has with its workers, it's also good for business.

So let's dive into my take on this and why it's important for companies to pay attention and take action on the surgeon general's framework in order to be a healthy, thriving company in the future. And I've got three reasons you're probably not surprised. I'm always coming up with three reasons.

Number one, attracting and retaining younger workers. The first reason this is important for the future of work is simple, to attract and retain younger workers. It just makes organizations more competitive. Millennials and Gen Z are changing the game when it comes to workplace expectations. They're not just looking for a paycheck, they're looking for a workplace that aligns with their values. And mental health is a huge part of that. And I've talked about that here on the podcast before. But these generations are much more open about mental health, and they're actively seeking out employers who prioritize it.

If companies want to stay competitive and bring in top talent from these younger generations, they need to step up their game when it comes to well being initiatives. It's no longer just a nice to have it is an expectation. It is table stakes. And companies that don't invest in mental health resources or don't foster a supportive work environment, well, they're going to find themselves losing out on some of the brightest talent that's entering the workforce. So, number one, attracting and retaining younger workers.

Number two, digital well being in an always on world. So, second, digital well being is becoming more and more critical as technology continues to shape the way we work. Now, if you listened to the podcast last week, heard me talk about digital clutter and how that's impacting our well being.

So with so much technology integrated in the workplace, and especially with many people still working from home, either some of the time or all of the time, the boundaries between work and personal life are blurrier than ever. We are constantly connected, and that always on mentality can lead to burnout and some serious mental health issues.

Companies that want to be successful in the future, they need to take this seriously. That means creating clear policies that support digital well being, like encouraging employees to set boundaries, take regular breaks, and actually unplug at the end of the workday. Again, no surprise to hear this from me. I've been talking about this for years. While the Surgeon general's framework touches on all of this, there is a real need for organizations to support employees in managing the demands of technology so that it doesn't overwhelm them in the future of work. Digital well being isn't just about offering the latest tech tools. It's about ensuring those tools don't take over our lives. Okay, so number two, digital well being in an always on world.

And then number three, psychological safety as a key leadership imperative. So finally, we have to talk about psychological safety, and the surgeon general's framework certainly does. Now, this is the idea that employees feel that it is safe to speak up, to share their ideas, and even make mistakes without fear of embarrassment or punishment or retribution.

And it's critical for the future of work, especially as we move into more collaborative and innovation driven environments. If leaders want their teams to thrive, they need to be creating workplaces where psychological safety is the norm, not the exception. This means managers and leaders need to model vulnerability. They need to listen actively, and they need to create an environment where people genuinely feel supported, not like somebody is out to get them the minute they make a mistake or bring up an off the wall idea.

According to the Surgeon general's framework, fostering connection and community at work is key, and psychological safety is a huge part of that. Leaders who create psychologically safe environments will see more creativity, better problem solving, and higher engagement, all things that are absolutely essential in the evolving workplace.

So these three areas, attracting younger workers, ensuring digital well being, and fostering psychological safety, are essential for companies that want to stay competitive and future proof themselves in a rapidly changing work environment.

So at the end of the day, what does a surgeon general's framework tell us about the future of work? Well, it's simple. Mental health isn't a side issue and it can't be bolted on. It needs to be baked in. It's at the heart of what will make companies thrive or fail in the years ahead.

Younger generations want workplaces that care about their well being, digital overload and engagement. The companies that recognize this shift and make mental health a core part of their business strategy are the ones that will not only attract and retain top talent, but will also create workplaces where people are healthier and happier and more productive.

The place you want to be the future of work is revealing itself every day, and it's coming at us so fast. Our workplaces and what the future holds for us and them is going to be shaped by how well we take care of the people who make that future possible.

All right, remember, my friends, the future of work is not only about technology. It's about the values we uphold, the communities we build, and the sustainable growth we all strive for. We need to keep exploring, keep innovating, and keep envisioning the remarkable possibilities that lie ahead. As always, stay curious, stay informed, and stay ahead of the curve.

Tune in next week for another insightful exploration of the trends shaping our professional world. Now if you learned something from this episode or you simply enjoy the content, please subscribe to my channel on YouTube, subscribe to the podcast on your podcast player of choice, and follow me on social media.

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