In my continuous effort to address the mental health repercussions of the 996 work culture, I embarked on my intervention—partnering with companies to provide psychological counseling based on insights gleaned from surveys and interviews. Despite the enthusiasm and commitment, the journey has been met with significant challenges.
The Intervention Strategy
Leveraging the data from the previous engagements, I designed a program intended to offer direct psychological support to young professionals impacted by the 996 lifestyle. This initiative was grounded in real-world interactions with employees who expressed a need for such support during detailed discussions.
(The conversation between I and a participant)
Encountered Setbacks
My intervention faced several hurdles:
- Perception of Impact: Contrary to our findings, some participants felt the psychological impact of the 996 culture wasn’t as severe as anticipated, leading to lower engagement than expected.
- Corporate Cooperation: Gaining consistent support from companies was more challenging than anticipated. Legal and bureaucratic hurdles significantly hampered our efforts.
- Funding Issues: Sufficient funding to sustain the intervention proved elusive, complicating the deployment of adequately trained professionals.
- Professional Expertise: The complexity of issues faced by employees required a higher level of professional psychological expertise than was initially available.
Evidence from Our Efforts
Despite these challenges, there are silver linings that underscore the potential effectiveness of approach. Some participants have expressed gratitude for the conversations held, which provided them with temporary relief and validation of their experiences. These interactions are captured in the images from the sessions. Furthermore, discussions with corporate legal teams, though ultimately unsuccessful, showed a willingness to explore potential solutions.
Translation:
This initial attempt has provided me with valuable lessons on the realities of implementing mental health interventions within the rigid structures of the 996 work culture. The feedback and data gathered have been instrumental in highlighting the areas needing more focused attention as we plan our next steps. Moving forward, I remain committed to refining approach, seeking more robust partnerships, and securing the necessary resources to make a meaningful impact.
The initial phase of my intervention faced several challenges that hindered its progress. One of the key difficulties was the perception of the psychological impact of the 996 culture among some participants, which was not as severe as we had anticipated. As a result, the engagement with the intervention was lower than expected. In addition, securing consistent support from companies proved to be a more complex task than initially thought, largely due to bureaucratic and legal hurdles. Funding also became a significant concern, as the resources required to sustain the intervention and hire trained professionals were not readily available. These obstacles highlighted the need to reassess my approach and consider alternative, more feasible solutions.
In light of these challenges, I consulted with government officials who had been interviewed during the research phase, and their insights provided valuable guidance. They suggested that, given the resource constraints, an online-based intervention could serve as a cost-effective alternative. This method would allow us to reach a wider audience without incurring the high costs associated with in-person psychological counseling or hiring specialized professionals. Additionally, our interviews revealed that many employees did not feel the need for intensive psychological interventions. On the contrary, there was a concern that forcing formal mental health support upon employees might carry social stigma, potentially exacerbating the problem rather than alleviating it. Considering these factors, I am now leaning towards less intrusive, online interventions that focus on providing accessible resources for stress management, rather than hiring expensive mental health professionals. This approach would not only help reduce costs but also align better with the preferences of the employees, ensuring that they receive support in a way that feels more comfortable and less judgmental.
Leave a Reply