18 Jul 2025

Why mental and social wellbeing are intrinsically linked with recognition

Despite growing awareness of the subject, people are still reluctant to talk openly about mental illness – particularly at work.

Mental health has long lived in the shadows at work. While conversations around burnout and stress have grown louder, the deeper realities of mental illness – and the stigma that still surrounds it – often remain hidden behind a veil of discomfort, fear or silence. This silence is costing us.

It’s estimated that one in six adults in the UK experience symptoms of a common mental health problem, such as anxiety or depression – yet too many employees feel they must suffer in silence, especially at work.

It’s pure biochemistry

Tom, a retired regional sales manager, decided to speak up. In a company-wide intranet post, he shared that he lives with depression and takes Prozac. His message was direct: “I’m not weak or fragile. It’s pure biochemistry.”

He urged colleagues to check in with themselves and each other, and to make use of available support, such as tele-therapy and employee assistance programmes.

What made Tom’s story remarkable wasn’t just his honesty. Instead, it was the fact that his employer gave him a platform to share it, and a culture in which he felt safe to do so. He belonged, he had purpose, and he was recognised for who he was – not in spite of his illness, but as someone who brought real value to the organisation.

Yet Tom was the exception – and that’s part of the problem.

Mental health remains a hidden workplace issue

More than half of people say they’d be uncomfortable discussing mental illness with friends or family, while 84% would struggle to bring it up with their employer. This silence has consequences.

When people can’t speak up, they’re less likely to get support. When they don’t get support, their health – mental and physical – suffers. When their health suffers, so does their ability to contribute meaningfully at work. Organisational culture plays a pivotal role here.

A research team at the University of Louisville explored the link between workplace experience and biological responses. Its findings were clear: people who felt isolated, disconnected or disengaged at work showed elevated levels of stress-related biomarkers – indicators that can point to future risk of depression, heart disease and other serious health issues.

Recognition isn't just about rewards – it's about belonging

Recognition has long been seen as a useful retention tool, but the evidence suggests it goes much deeper. At its best, recognition isn’t just about celebrating wins or handing out rewards. Instead, it’s about seeing people – truly seeing them – and making them feel part of something bigger.

As many as 88% of UK workers now say that their wellbeing is as important to them as salary. That shift in priorities speaks volumes – and means employers need to rethink how they show appreciation and support.

At BI WORLDWIDE, this idea sits at the heart of our The New Rules of Engagement model. This has shown that when employees feel their teams are collaborative and balanced, when they enjoy their work, and when they’re recognised in ways that feel meaningful, they’re significantly more likely to say their employer supports a healthy lifestyle.

In numbers:

Those who enjoy the day-to-day tasks of their job are nearly 7x more likely to say their workplace supports their health
If employees feel they are reminded how their work contributes to the mission, they're 2.7x more likely to feel supported
When non-cash rewards like tickets or travel are given meaningfully, employees are up to 5x more likely to agree their employer supports healthy living

Recognition, in this broader sense, help people feel connected. It reinforces a sense of belonging, and that matters more than ever, especially when over half of the UK workforce say their work is getting “more intense” - with three in five feeling exhausted at the end of each day.

Biological consequences of feeling excluded

Too often, workplace wellbeing initiatives focus narrowly on surface-level perks – subsidised gym memberships or mindfulness apps. But if the culture beneath doesn’t make people feel seen, included and valued, the benefits are limited.

A study by Mental Health UK found that two-thirds of UK employees mistake symptoms of burnout for symptoms of anxiety. That confusion can delay access to the right support, reduce resilience and quietly allow problems to escalate.

By contrast, people who feel part of a supportive, inclusive workplace – one where they can be themselves, speak up about mental health, and receive meaningful recognition – are more likely to stay physically and mentally well.

Building a culture where people can thrive

The commercial implications of failing to support mental wellbeing are clear. According to McKinsey, employees facing mental health challenges are four times more likely to want to leave their jobs.

Retention, performance, team morale - all are affected.

Culture, then, is not a soft issue; it’s a business-critical one. A culture that values inclusion, listens to its people, and offers regular, sincere recognition is a foundation for better health, stronger performance and longer-term loyalty.

We all know a Tom. Someone who lives with mental illness, quietly doing their job, unsure if they’d be accepted if they spoke openly. They shouldn’t have to wonder, and we shouldn’t need stories like Tom’s to remind us how powerful recognition and inclusion can be.

This article is based on information originally written by Mark Hirschfeld, vice-president, consulting services and strategic partnerships, BI WORLDWIDE and Dr. Brad Shuck, professor and program director of the human resource and organizational development program, University of Louisville, co-founder, OrgVitals and published by BI WORLDWIDE.

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