Poor working conditions, a lack of job satisfaction, mental and emotional stress, and physical exhaustion can all have a negative impact on a person’s well-being and performance at work (Kun & Gadanecz, 2019). Additionally, a lack of support from managers and colleagues, or a hostile work environment, can further contribute to feelings of unhappiness and low morale. All of these factors can affect a person’s ability to think clearly and make decisions. Employee well-being issues at Microsoft have been exacerbated by the lack of support for employees, including flexible work schedules, sufficient breaks, and mental health services.
Mental health is one of the most pressing issues. Businesses and employers are directly impacted by increased absenteeism due to mental health issues. Consequently, profitability and productivity are negatively impacted, as well as the costs associated with resolving the problem. Therefore, employee morale is adversely affected. Microsoft research indicates that 18% of the workforce left their jobs in 2021, with mental health and personal well-being being the most frequently cited factors. According to a survey, more than half of respondents reported being stressed by their jobs. Most respondents also reported that their jobs contributed to their depression, anxiety, or lack of motivation. The three main causes were feeling overworked (37%), having a poor work-life balance (33%), and receiving low pay (31%) (Hedges, 2022).
One of the many issues that employees at Microsoft face is social anxiety. Microsoft employees frequently struggle with social anxiety because of the intensely competitive workplace. Due to this anxiety, there might be feelings of insecurity, a fear of failing, and a challenge building relationship with co-workers. It might cause a lack of motivation, trouble concentrating on work, and communication issues. Employees struggle with speaking up in meetings, networking with colleagues, and taking initiative in their roles. This may contribute to a feeling of being overwhelmed and out of place at work. Some employees describe feeling overworked each day because of the number of meetings, emails, and tasks they have to complete each day. They fear that they will not be able to fulfil their managers’ expectations. These issues have become so prominent that Microsoft is taking steps to implement changes that prioritize the well-being of its employees.
Several key theories of well-being at work have been extensively studied in recent decades as a means of explaining the correlation between employee performance and job satisfaction (Hedges, 2022). They suggest that elements such as job security, job satisfaction, and autonomy are essential to creating an environment where employees thrive. Microsoft has adopted two key theories regarding workplace well-being. The first is the idea of “work-life integration,” which aims to encourage employees to maintain a balance between their professional and personal lives. The second is the “mindfulness” approach, in which the importance of being present and aware of the present moment is emphasized. As part of the company’s wellness policy, Microsoft encourages its employees to take time off to rest, recharge, and take care of their mental and physical health (Ferguson, 2017).
The term “workplace well-being” is used in a variety of contexts. The Institute of Chartered Personnel and Development (CIPD) describes this as creating an environment where employees can perform at their best, thus benefiting both the company and the employee (Team, 2023). The importance of practicing self-care, building meaningful relationships, and participating in activities that bring joy is crucial to achieving well-being. As well as eating a healthy diet and exercising regularly, it is essential to maintain a healthy physical condition. For example, Google offers its employees a wellness program called ‘Search Inside Yourself’ which helps them stay resilient and productive. Similarly, Apple offers its employees a ‘Wellbeing Program’ which includes health screenings, fitness classes, and stress-management activities. Additionally, having a comprehensive wellness program in place can benefit not just employees, but also the organization by improving morale, promoting workplace efficiency, and reducing absenteeism.
Having a sense of well-being refers to being healthy, comfortable, and happy. A variety of factors, such as lifestyle, environment, and access to resources, determine the level of physical, psychological, and social health. By maintaining policies and procedures that promote employee well-being on a physical, mental, and social level, organizations can promote employee well-being. For example, organizations can provide access to health care, flexible work schedules, and mental health programs. By establishing a culture of well-being, organizations can increase job satisfaction, reduce absenteeism, and improve overall productivity, which can enable them to achieve their organizational goals (Blake, 2021). Creating a culture of well-being in an organization can have many beneficial effects on both employees and employers. This can contribute to a more positive and productive office environment, resulting in an increase in productivity and job satisfaction. It can also reduce absenteeism and turnover, which can reduce costs for the organization. The well-being of employees plays an important role in the achievement of organizational goals. Research has demonstrated that employees with a high level of well-being are more efficient, attend work more regularly, are more innovative, and are more productive at work. The creation of an environment at work that encourages employee well-being can assist organizations in creating an environment that fosters increased productivity and engagement. Additionally, by developing a culture of well-being, organizations can help establish a more positive work environment, which can lead to greater loyalty and motivation from employees, contributing to the organization achieving its organizational goals.
Studies have shown that workplace well-being practices can positively impact employee morale, satisfaction with their jobs, productivity, and engagement. A positive organizational culture can also result in a reduction in absenteeism and staff turnover (Adams, 2019). The practice of well-being can even increase the profitability of a business. The key to success is ensuring that these practices are customized to the organization’s specific needs. Moreover, successful implementation of the practices depends on the organization’s ability to monitor and evaluate their implementation. Several studies have demonstrated a positive correlation between employee engagement and well-being. In addition, they have confirmed the positive effects of employee engagement and well-being on productivity, efficiency, and organizational performance. An example of this can be found in Microsoft’s well-being practices, which include mindfulness training, meditation and yoga classes, fitness and nutrition programs, flexible work hours, and vacation policies. These practices have been shown to reduce stress and improve productivity among Microsoft employees, ultimately resulting in an increase in job satisfaction and overall well-being.
Work environments can significantly impact employees’ physical, mental, and emotional well-being. Workplace environments can also have a detrimental effect on an employee’s mental health and stress levels (Blake, 2021). A person’s well-being is influenced by several factors, including the demands and pressures of their job, the level of autonomy and flexibility provided by their position, how effectively they interact with their management and coworkers, the number of shifts they work each day, and the length of their workdays. A work environment that fosters support, respect, and value for employees is more likely to result in high employee motivation and performance. Alternatively, if employees are consistently overburdened or unsupported, it may lead to a decreased level of job satisfaction and the development of mental health conditions such as anxiety and depression.
A change in working conditions may have a significant impact on the well-being of employees. An increasing body of research supports the effectiveness of workplace wellness and health promotion programs. Increasingly, employers are implementing revised procedures to support employee well-being, which can also aid in improving employee engagement and teamwork. With the increasing focus on technology, artificial intelligence, and robotics, new challenges may arise for workers’ well-being and health (Adams, 2019). For the workplace programs to be effective and team members’ engagement to be maintained, it is essential to maintain a balance between technology and employee well-being. Keeping the organization healthy and sustainable is of the utmost importance. As part of the organization’s commitment to employee well-being, it is important to ensure that employees can access the necessary resources to support their well-being, while also taking steps to reduce potential risks associated with technological advances.