Worry is a byproduct of uncertainty, and our times are no exception. Given the increasing number of COVID-19 cases, what will happen next is anyone’s guess.
Early on in the epidemic, everyone noticed its effects. Together with Qualtrics and SAP, Mind Share Partners surveyed worldwide workers in late March and early April. About 42% of respondents reported a worsening in their mental health after the epidemic started.
After everything that has transpired, it is reasonable to assume that the figure has grown. There has been a lot of discussion over the immediate impacts on mental health, but the consequences in the long run will certainly be far more striking.
Many businesses had already begun to focus on mental health in the workplace before the epidemic hit (sometimes from employee demands). Nowadays, those pursuits are of the greatest importance.
Is Mental Health Important?
A person’s ability to deal with stress, make sound decisions, and keep consistent thought patterns are all aspects of their mental health. Poor mental health, if left untreated, can have long-lasting negative consequences on a person’s quality of life.
The state of one’s mental health in workplace, like that of one’s physical health, is many-sided. Also, just because a person’s mental health issues aren’t always obvious doesn’t mean companies should treat their employees as if everything is OK.
Leaders will probably see employees battling anxiety, despair, burnout, trauma, and post-traumatic stress disorder (PTSD) as we experience several necessary changes in the next months and years. Those mental wellness experiences will vary depending on many factors, including but not limited to race, socioeconomic background, employment, caregiving duties, and citizenship status. With everyone worried about their safety and the economy progressing, what can leaders and managers do to help their employees cope?
Take this advice from us.
- Begin a discussion
Speaking out and being honest about struggles with mental health is an excellent approach to showing your staff that you care about their well-being. Although respecting employees’ right to privacy is necessary, managers should also feel comfortable checking in with their staff to find out how they’re doing emotionally regarding workload, balance between work and life, and team engagement.
Bring attention to the company’s mental health assistance services and remind managers to urge team members to get treatment if necessary. Talking about mental health issues at work is becoming commonplace. Nearly two-thirds of those who took part in the Harvard Business Critique poll discussed their mental health with an employer or coworker within the previous year.
- Motivate Workers to Find opportunities to go for Paid Time Off
You should give your staff with a generous PTO plan to alleviate concerns about not having enough time off. But if you think otherwise about it, you should also push them to use their best package if they have one.
One analysis found that 768 million vacation days were unused in 2018. But if you think otherwise about it, there’s also evidence that individuals are happier when you really think about it, especially at work, when they plan getaways and use their paid time off.
Workers still get time off to recharge and enjoy activities outside of work, even if they don’t take a vacation.
- Choose Days for Mental Health
Give psychological wellness days to your staff with decent paid time off. You have two options: include them in your sick days or offer them separately. By instituting mental health days, companies may help break the taboo around employees needing time off to target their mental health and encourage more people to do so.
If your workers are feeling too overwhelmed by stress or sadness to come to work, this might be reassuring even if they aren’t experiencing a mental health crisis. It would help if you thought about instituting a mental health day once a month. If paid time off is restricted, this might be a huge benefit.
- Motivate team members to take vacations
Giving employees a good vacation package allows them to disconnect and recuperate, which they need. Yet, some workers hesitate to use vacation time because of increased telecommuting and travel constraints.
Insist that your executive staff take vacations so the rest of the company may follow their lead. Incorporate other off-site benefits such as mental health or self-care days, Flex or Summer Fridays, which allow team members to take a half-day over the summer, or other similar programs.
- Become acquainted with your coworkers
Building strong connections with coworkers is necessary, but it doesn’t mean they must be best friends. In 2010, researchers from the University of Michigan released a study that found that those who talk a lot do better on cognitive assessments and have higher executive functioning.
Appropriate in casual conversation, whether over a coffee or although waiting for a 4 p.m. meeting, may lift spirits and give a welcome diversion from the workday routine. Research published in 2014 by Globoforce found that building relationships at work can increase people’s quality of life.
- Take a musical path
Listening to music at work, whether on the radio or on a well- artistically assembled playlist, has several benefits. Improving one’s mental health is as simple as listening to music; it aids concentration, information absorption, stress and anxiety reduction, and mood improvement. It lifts productivity and creativity. But if you think otherwise about it, not every kind of music works well for every task.
As a manager, promote listening to classical music to help your team concentrate; listening to popular music could make it harder to do complex activities. Bear in mind your taste in music may differ from someone else’s.
In the end!
Among the many serious health problems affecting our workers, mental illness ranks high. Employers must be aware of the consequences and be prepared to discuss and solve them internally. If their employer is serious about creating a psychologically healthy workplace, more individuals will feel comfortable seeking help. This is how taking care of the company’s employees and itself is interdependent.
