A beauty and wellness startup hailing from Noida, Yes Madam had been accused of a pretty weird way of dealing with stress at work. The company’s HR email asked employees if they had stress. Shockingly, above 100 employees, who replied with a yes, were terminated. That was it, and there had been a great hullabaloo about how the issue of workplace mental health is addressed in India.
The Incident
The Human Resources department of Yes Madam through an office-wide email sought volunteers whose personal life was dictated by stress. The workers being strained were not in ‘harmony’ with the desired company culture and goals. Post this, over 100 employees reportedly were let go of their jobs who reported being strained.
The company was said to need “happy employees” and a work environment filled with “positive energy.” Stressed employees, the email explained, could not contribute toward the realization of the company’s goals and were requested to find employment elsewhere. Public Backlash
The company’s actions have ignited a huge backfire from different quarters. The incident has become a trending post on social media, and people have expressed great outrage about the lack of empathy that the organization is giving. Critics have pointed out again several issues with the company’s strategy, for example:
- Stigmatization of Mental Health: For its part, Yes Madam has been criticized for fostering the stigma of mental health issues in the workplace by terminating workers who confessed to being stressed. This work discourages people from disclosing adversity publicly, resulting in a climate of fear and silence.
- Absence of Support Systems: Observers did not see any thread of any supportive measure which could be counselling, a stress management program, or any EAP. Staff being discharged doesn’t boost helping but an act showing care for staff’s wellbeing does not exist.
- Break of Trust: A trustful relationship has been perceived to be cheated by the outcome of the company, a. workers were compelled to confess their vulnerabilities only to be penalized for being frank. This can destroy the trust within the workplace and inhibit other colleagues from raising their authentic concerns in the future.
- Short-Term Thinking: Experts say that stress dismissal of employees is not only insensitive but also stupid. Increased stress is often a symptom of systemic organizational issues, such as mismanagement, or chronically high workloads. That would have been dealt with more effectively by addressing these root causes than by the dismissal of employees.
Read More: High Rates of Burnout Linked to Work-related Stress Among Indian Workers: Report
Good Ways of Managing Workplace Stress
This event highlights the immediate necessity for organizations to reflect on how they can help deal with the stress of their employees. Experts emphasize the necessity of clever solutions rather than measures resenting and, subsequently, criminal sanctions. Here are some effective strategies:
- Implement Employee Assistance Programs (EAPs): Organisations should provide confidential counselling and mental health services to their employees. EAPs can open the doors of help for employees who are free from judgment and also free from retaliation.
- Stress Management Training: Workshops on stress management can empower workers to deal with challenges at their workplaces. Such interventions can include time management skills, relaxation practice, and resilience exercises among others.
- Advise Flexible Work Policies: One of the best ways that firms can prevent burnout is by providing options for remote work, flexible schedule options, or mental health leave. A firm that takes care of the employees will lead to greater productivity and job satisfaction.
- Foster Open Communication Channels: This will allow an environment in which workers are free to share their concerns without the fear of punishment. Simple, one-on-one follow-ups, anonymous surveys, and town hall meetings can surface and then react to stress-related items proactively.
- Address Root Causes: Stress is another symptom of organizational ineffectiveness, such as ambiguous requirements, bad management, too heavy workloads, etc. Internal audits and policy reviews can help identify and remove such stressors.
Read More: Managing Workplace Stress: Expert Tips for a Balanced and Productive Life
The Grosser Implications
The gross underrecognition and lack of awareness and empathy relating to workplace mental health in the majority of organizations. While workplace stress is a widespread issue, dismissing employees who disclose it is an archaic and harmful response. Workplace mental health is all about a culture shift. Organizations must desist from the drips of thinking and focus on deep and sustained actions that create a nurturing climate. Empathy, good communication, and resources lead to success in the workplace under pressure where employees can work.
Conclusion
The Yes Madam affair calls attention to the absolute importance that organizations have to treat matters of mental health in a meaningful way. Companies should not ostracize workers for disclosing stress but rather create an empathetic connection, deliver support, and act on the underlying causes. In doing so, they help their employees but also boost their productivity and loyalty and consequently the organization in general.
