Relational Workforce Wellbeing
Another big theme that came out of the focus groups was Relational Workforce Wellbeing. People shared that the reason they choose to either stay or leave their jobs is often related to how the type of work, the working conditions, and the resources and supports available impact their overall wellbeing, including relational, emotional, physical, spiritual, and economic wellbeing.
“I think for me, also having a support network has helped me to stay because some some days it is really hard. Having coworkers and supervisors that are supportive of me, that listen and help me get through those tougher times, they help me stick with it.”
- Focus Group Participant
Key Takeaways
The chart below shows some of the specific topics people brought up when talking about Workforce Wellbeing. The numbers show how many times each topic was mentioned. Even if something was only said once, it still matters. When the same topic comes up a lot, it may be a sign that it’s a big problem that needs to be solved.
How Organizations Treat Their Staff Matters
When staff feel supported at work, they are more likely to stay in their jobs. Things like informed and supportive leadership, flexible work schedules, and reflective supervision can help buffer the difficult things that the workforce is facing including stress, burnout, compassion fatigue, and vicarious trauma. It is also critical that workers feel safe, have chances to grow in their careers, and get fair pay and benefits. All of this makes it more likely that staff will stay in their jobs.
Money and Pay Are Big Issues
The way funding works through grants, insurance billing, and government programs affects how well staff can do their jobs. It controls how much training they get and how fairly they are paid. Strict reporting rules, red tape, and being understaffed make things even harder. Where someone works also makes a difference, rural and urban agencies/staff have different needs and challenges. Taken together, these problems are a big reason why people leave the field.
Big System Problems Need to Be Fixed
Many workers said that racism, unfair treatment of women, stigma, and past trauma still affect their work life. To fix this, systems and organizations need to change, to be reimagined. That means valuing people’s real-life experiences and giving them more ways to join the workforce through training programs, education, apprenticeships, and certifications like the IECMH endorsement.
In the end, workers do best when policies and workplace rules are updated to make sure people feel respected, supported, and able to succeed.