Workplace Mental Health and The Quiet Cost of Powering Through

Some days, showing up feels like half the battle. To everyone else, you’re physically present and you’re getting work done. But inside, you’re carrying a quiet struggle that leaves you detached, drained, and questioning your sense of purpose at work.

That is the hidden cost of powering through: when doing the work becomes less about contributing your best and more about trying to survive the day. If this resonates with you, you’re not alone. Many of us struggle with prioritising ourselves at work because of strong feelings of guilt or shame that we should just deal with it.

We are all our worst critics, and it may be tempting to call ourselves out on not “trying hard enough.” However, it’s time we reframe the mindset that resting and pausing are deemed as being “lazy.”

In line with World Mental Health Day, let’s talk about the hidden cost to your mental well-being when you show up to work running on empty. Pressing pause actually powers progress, not hinders it.

When showing up at work feels like a task

In a hyperproductive world where hustle culture promotes stress and doesn’t stop for those who need breaks, powering through at work often becomes our only option. This perpetuates a cycle of us telling ourselves that we just need to keep our chins high and we will see the light at the end of the tunnel.

The struggle? Is its invisibility. Everyone assumes you’ve got things under control because you’re “still showing up,”. This can sometimes be easy for both you and others to overlook the silent battles you carry.

And when left unchecked, it comes at a cost that often shows up in subtle ways:

• Emotional numbness or irritability: You find yourself snapping over small things or feeling detached from work you once cared about.
• Poor decision-making or mistakes: Fatigue clouds judgment, leading to avoidable errors or delayed project timelines.
• Delayed burnout: The longer you keep going without addressing what’s happening, the harder it is to bounce back if you don’t seek help.
  
  

Absenteeism vs. presenteeism: The two sides of the struggle of workplace mental health

When we talk about workplace wellbeing, absenteeism (missing work entirely) often takes centre stage. But there’s another, quieter form of struggle: presenteeism. This is when you’re physically present but mentally and emotionally exhausted.

Unlike presenteeism, absenteeism is visible and measurable. This includes regularly being absent from work without notice or repeatedly coming in late or leaving work early. Presenteeism, however, often slips under the radar. It’s unanticipated and extends far longer than is reasonable.

To put into perspective the severity of presenteeism, an AIA Vitality Survey 2019 titled “Malaysia’s Healthiest Workplace” revealed that Malaysia lost 73.3 working days per employee per year to absence and presenteeism in 2019, compared to the other markets surveyed.

Below are some main differences between absenteeism and presenteeism:

The pause that powers progress

Learning to step back and pause when you’re stuck in the cycle of powering through can feel out of habit. But true resilience is knowing when to pause and ask for help. Check out this simple framework you can refer to whenever you need.

• Notice the signs: Are you always tired but “too busy” to rest? Zoning out in meetings? Feeling detached even while delivering? These are signs worth paying attention to.
• Name it: It can be scary to admit “I’m not okay,” but acknowledging it is a powerful step forward.
• Start small: A 10-minute walk, a mindful break, or setting boundaries by learning to say ‘no’ are good starting points.

If you manage a team, it’s important to let your team know it’s okay to take breaks and pause. Psychological safety is the X factor when it comes to nurturing an environment where the team feels comfortable speaking up and being vulnerable.

According to one McKinsey survey, an overwhelming 89 per cent of employee respondents said they believe that psychological safety in the workplace is essential.

Get the ball rolling by having conversations that go beyond KPIs, such as energy check-ins and practices that foster psychological safety.

Workplace mental health: Building psychological safety at work

1. Model openness – Admit mistakes and share learnings
2. Invite voice – Actively ask for input, especially from quieter members.
3. Normalise pauses – Show it’s okay to take breaks and not always be “on”.
4. Respond with care – Acknowledge emotions without judgment.
5. Build micro-boundaries – Encourage “no” and clarify expectations.

Psychological safety grows when leaders demonstrate humility by admitting mistakes, taking accountability, and accepting responsibility. It signals to the team that it’s safe to be human too.

Take the Naluri Mental Health Assessment

Taking the next step towards better mental health starts with awareness. Taking an assessment will empower you to understand your risk factors and take action. Consider taking Naluri’s Mental Health Assessment, which also provides you with free resources and recommendations based on your risk level. 

The assessment also includes additional questions about your work life that can help Naluri understand the factors in your life that may be affecting your mental health. 

Learn more about our World Mental Health Day 2025 campaign here.