During this time of uncertainty, prioritising employees health and well-being is vital. Businesses must strive to ensure that they promote a caring and empathetic work culture. Mental health must be a key focus throughout these difficult times and moving forward. Leaders who show compassion and put employees’ well-being first during this time will see their workforce continue to be healthy and productive. Here are three (3) key ways to help employees cope with stress and anxiety.
- Provide Mental and Emotional Support
Mental Health is an important part of overall health and wellbeing. It affects how we think, feel and act. It may also affect how we handle stress, relate to others, and make choices during an emergency or uncertain times. One of the most important things leaders can do is provide an Employee Assistance Programme (EAP) or health plan with good mental health coverage. Employer-provided resources, such as Employee Assistance Programmes, can be an important resource to help employees cope with stress and anxiety in these difficult times and future crises.
Managers and HR should also communicate consistently about mental health resources offered and covered in EAP’s, HR policies and employees’ benefits plans. This should also include a list of local mental health resources such as counselors, therapists and psychiatrists they can call, meditation and stress management resources as well as policies related to sick leave and mental health days. It is vital to continually reinforce the importance of taking care of your mental well-being as you do your physical well-being. Communicating clearly with your workforce about the mental health and well-being resources available to them, and showing empathy in a time of crisis are essential – not just for the overall well-being of your employees but for the company’s health long-term.
- Provide a Safe Space for Open Communication
Employees are feeling a sense of uncertainty and heightened stress right now – about their health, job and financial security. It is important for employees to know that they are not alone in their feelings of stress and anxiety. Managers are encouraged to check-in often with their team members and be transparent about their own experiences with stress and anxiety. It is necessary to normalise talking about mental health in the workplace. This lets workers know that it is safe for them to acknowledge if they’re feeling anxious, stressed or overwhelmed.
It is also important to recognize that we can’t always provide solutions for the problems around us — and that it is okay to feel uncomfortable with that. The key is to help employees take control where they can. Giving your employees a voice helps them feel more in control and empowered. Ask what changes they would like to see in the workplace to feel more included and heard, and how you can support them. Be sure to really listen to what they have to say. Simply allowing employees to talk about their concerns and emotions can help. While reaching out to workers is important, managers should also respect employees’ right not to disclose their mental health status. Keeping a dialogue open with workers while maintaining appropriate boundaries is key.
- Provide Greater Flexibility
Managers should have open and transparent conversations with their employees about how and when work can best be accomplished – without intruding in employees’ privacy – and offer a wider range of options for flexibility, such as more leeway when tasks need to be completed and assignments need to be turned in, or adjusting work hours per day to allow more time to care for children and others.
Finding ways to reduce or reallocate employees workload in the short-term can go a long way toward helping them feel supported during this crisis and reducing their anxiety. It can also help prevent long-term problems such as burnout.
If it’s not possible to reallocate workloads, help employees prioritize their tasks. Break big projects down into smaller, more manageable pieces. This gives them a better sense of control over what they can accomplish, which mitigates anxiety and stress escalation.
Employees should also let their employers know exactly what kind of work flexibility they need to ensure a healthy work-life balance.
Sherise Brooks
