The challenges of mental health in the workplace have come to the forefront in recent years, as South African companies increasingly acknowledge the impact of workplace stress, trauma, and toxicity. Alvin Govender, a South African business coach, offers insight into managing stress and fostering healthy work environments.
Govender advocates for open communication and self-awareness, encouraging employees to be proactive in addressing workplace conflict. He emphasizes that fostering a culture of accountability, coupled with supportive policies, can prevent unhealthy dynamics from taking root.
The role of workplace values in fostering mental health
According to Govender, the foundation of any healthy workplace is its core values. He argues that clearly defined values not only guide employee behavior but also create a supportive environment that nurtures mental well-being. “Businesses with well-established values generally have healthier cultures and happy employees,” Govender says. This, he believes, is particularly true in larger companies that allocate resources for employee wellness and training.
However, he points out that small and medium-sized enterprises often face challenges in prioritizing human capital needs. Without proper budgets for employee wellness programs, these organizations may struggle to foster the same supportive environments that larger corporations can offer.
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Govender notes that mental health terminology, such as “trigger,” “toxic,” and “PTSD,” has become common in everyday conversations about the workplace. However, he stresses that these terms should not be used lightly, as they often reflect internal emotional responses rather than objective workplace issues. Using humor to explain the concept of emotional triggers, Govender says, “If you squeeze an orange, apple juice won’t come out.” This, he explains, means that no one can force you to feel a particular emotion—rather, emotions come from within.
Before employees file complaints about coworkers or managers, Govender recommends a period of self-reflection. He encourages individuals to ask themselves key questions, such as “Have I fulfilled the duties of my position?” and “Did I behave respectfully toward my team?” By answering these questions honestly, employees may uncover their role in the conflict and find more productive ways to address the situation.
Recognizing the difference between stress and a toxic work culture
Govender also stresses the importance of distinguishing between stress and toxicity in the workplace. “It’s very normal for workplaces to be stressful and demanding,” he says, “but the difference lies in how an individual copes with those demands.” Toxicity, on the other hand, refers to situations in which bullying or harassment is present. In such cases, the organisation must intervene if it is genuinely committed to its employees’ growth.
However, Govender warns that some individuals may misinterpret stressful work environments as toxic ones, when in fact, their emotional response is driving the perception of toxicity. “The hardest part can be the self-awareness journey,” Govender explains. He believes that once employees come to terms with their own emotions, they can take steps to improve their coping mechanisms and move forward in a healthier way.
In resolving workplace conflicts, Govender advises employees to rely on the policies and procedures that have been established by the organisation. If the company is invested in creating a positive work culture, it will take complaints of bullying or harassment seriously. But Govender also notes that sometimes, employees may need to reflect on whether their own feelings of frustration stem from internal issues, rather than external conflicts.
Thriving beyond workplace trauma
According to Govender, thriving in the workplace after experiencing stress or trauma requires building resilience and confidence. He encourages employees to take charge of their personal growth and well-being, even outside of the workplace. “Constantly work on yourself,” Govender advises. “This can be anything important to you—it doesn’t have to be related to your career.” By setting personal goals and engaging in activities that bring joy, individuals can maintain a positive mindset even when faced with workplace challenges.
Govender also underscores the importance of setting healthy boundaries. He acknowledges that this is easier said than done, especially for employees who feel obligated to go above and beyond for their team. “Decide on non-negotiables around your health, work life, and hobbies,” he advises. “Don’t allow yourself to feel guilty if you need to do less for others to prioritize your own self-care.”
Finally, Govender encourages employees to seek validation from within, rather than relying solely on external praise. “Stop seeking external validation,” he says. “Decide on the values you wish to uphold, and set goals to achieve them.” He believes that employees can validate themselves by acknowledging their own strengths and progress, which ultimately leads to a more confident and resilient mindset.
