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Why Neglecting Your Mental Health Can Impact Your Career Development

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We have all faced a situation where something bad happened in our personal lives and we needed to keep working. It may have been mild or severe depression, a relationship breakup, or even a conflict with the neighbour. The amount of different factors that can negatively impact our mental health is vast. As a result, they may influence our output during our everyday jobs and even raise the concern of being fired.

I was actually faced with a challenge where I couldn’t meet my career goals because of my poor mental health. The reason for this was that within a six month timespan, a family member was admitted to the hospital, another got divorced after years of marriage which led him to clinical depression, and on top of that, I was left by the person I had decided to spend the rest of my life with.

As you would expect, my focus during that time was on different things rather than trying to feel good. However, this may have also been my biggest blunder.

If faced with personal adversity, avoid going into mental loops and ruining your career – among other life aspects – by taking care of yourself. The pain will most probably remain for some time and that’s absolutely normal since we are human beings.

Neglecting your mental health can cause a number of serious performance issues at work and affect how our employer, clients or colleagues perceive you.

Let’s see what the mistakes one can make are and how to avoid them:

1. You will repeatedly make mistakes

Have you ever tried to get out of the car with your seatbelt still on? Well, that’s because your mind was probably wandering somewhere else. Imagine however how severe this would be at work.

In fact, a study surveying nurses with sub-optimal mental health, showed that they were 26 to 71 percent more likely to make a medical error when compared to their healthier peers.

Constantly thinking about your personal situation or life hardships will most naturally result in making mistakes one after another. Your boss or clients will eventually start questioning the quality of your work.

2. You will be inconsistent on how you apply yourself

Consistency is key when it comes to career progression. This is because we are required to show the same level of character, technical expertise and even business acumen on a daily basis.

For example, what would the impact be if the performance of a top football player fluctuated between games? Consistency essentially translates to three main things: credibility and reputation of your name or business, accountability of your actions and measurement of your performance.

In case something goes wrong, try to be mentally strong and maintain the same level of output from day to day until the storm passes.

“Success isn’t always about greatness. It’s about consistency. Consistent hard work leads to success. Greatness will come.” – Dwayne Johnson

3. Your productivity levels will plunge at a dramatic rate

Productivity is often associated with high motivation and mood levels. Hence, poor mental health will most certainly translate into insufficient amounts of work and low performance levels.

In fact, a UK report from the chief medical officer for England, revealed that the number of sick days taken due to stress, depression and anxiety, increased by 24% between 2009 and 2013.

Being productive when having to deal with personal problems is indeed an extraordinary trial. The important thing to remember though is that with time, you will get back to your previous norms and produce the same results as before.

4. You will become moody and difficult to communicate with

Another change you will notice when neglecting your well-being is a foul mood and poor communication skills. Have you ever been in a situation where someone was too harsh on you because they had a bad day? This somewhat unexpected behaviour could exponentially increase from day to day unless you set your mind to solve what’s wrong.

In times of personal adversity, you may see changes in how you support your arguments, collaborate with others or even receive feedback. This kind of attitude may even cause some kind of inconvenience or even awkwardness in the team. Remember to focus not only on smiling but also on what and how you articulate your opinion.

“Communication – the human connection – is the key to personal and career success.” – Paul J. Meyer

Takeaway Message

The good news is that all of the above can be somewhat dealt with. Maybe not entirely, as the pain will still be there, but everyone can increase their mental strength through difficult times – the relevant situation may even be the precursor for self-development.

My top 5 tips to follow when faced with hardships and still have to progress in your career include:

  • Ask for help and mental support
  • Let your colleagues know of the situation
  • Embrace your relationships with friends and family
  • Engage in relaxation activities like deep breathing, yoga and reading
  • Practice acceptance of the events

How do you deal with personal hardships when at work? Let us know by leaving a comment below.

Marios Kokolakis is a health motivation blogger and Content Manager at Brain Sharp; a fitness and nutrition blog promoting organic brain health supplements for concentration and productivity. His goal is to share his passion for health and fitness through blogging, while motivating people to pursue their dreams by applying different healthy lifestyle tips.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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