In 2020, the theme for World Mental Health Day was ‘mental health for everyone’. One of the most affected groups is those who go to work.
It would be fair to say that Covid-19 has had a massive impact on so many people’s mental health.
The impact can make diagnosed mental health problems worse or it can cause mental health problems to develop. The fact that this is being acknowledged as something we all need to be aware of and act upon, is very refreshing and shows how far we have come from the days when mental health was a taboo subject that would only be whispered about.
World Mental Health Day 2020 was on 10th October. At this time and stage of the pandemic, many people are filled with uncertainty of what lies ahead across the winter months, there is always opportunity to improve our mental wellbeing, find hope and things to be grateful for, and then share our optimism to lift the spirits of those around us.
Change is our constant companion, and it is most prevalent within the workplace. We have been encouraged to stay at home, then return to the office, then not, and with regional variations in place this change very quickly and can add to feelings of worry, anxiety and apprehension about what is safe to do and not do.
As a manager it has never been more important to be mindful of your employee’s mental health, giving the highest level of support and leadership, to ensure teams feel safe, valued and appreciated wherever they are working.
Following this article, you can download a Return To Work Mental Health Checklist of points to work through as guidance to ensure you fully support the mental health of a member of your team who is returning to the office.
So, what can you do to ensure that things move forwards in a positive way as staff transition back to work, ensuring their mental health and wellbeing is nurtured to its full potential? Here are a few ideas:
- Let your team know that you understand that they may feel apprehensive about coming into the workplace. You may feel this yourself, so being open and honest about this will allow you to work together to address issues as they come up. In doing so, everyone can take ownership of particular areas, and you can plan for the journey through the pandemic as a strong and resilient team. This will make complying with government recommendations and making further adjustments to working patterns and practice much more straightforward as they arise.
- Everyone’s situation is unique, and your teams will all have differing needs. Some may be living with vulnerable people, shielding and working from home, whilst others can come to the office or onsite. There is a chance that a divide may start to become apparent between those working from home and those in the office, which could lead to problems in working relationships. To ensure that this doesn’t happen, try to find ways of including everyone as often as possible, perhaps by still having meetings on-line, so those working from home are encouraged to join in and give input, as they would have in an office meeting. It’s all about being creative and asking teams what they think would help them work together through this unprecedented time.
- Having a flexible approach to take into account everyone’s feelings or concerns about returning to the office, is an especially important aspect when considering your teams’ mental wellbeing. Many of us find being in the office with our colleagues has a positive effect on our mental wellbeing, and we can’t wait to re-connect and see the people we have missed. On the other hand, some people may feel incredibly uneasy and concerned about travelling to work and being around groups of people in the office environment again. Once again, allowing staff to be open and honest with you about concerns allows you to make the transition as straightforward as possible, for example, by slowly increasing their hours up to full time, or any other adjustments they feel would help them feel supported and safe.
- Everyone has their views on the response to the pandemic, with different perceptions of risk, and differing levels of vulnerability. This may mean that some staff don’t take some of the precautions that are in place as seriously as others. Whilst they are entitled to their own opinion, as a manager you need to ensure that social distancing rules, sanitising and handwashing is done by everyone, regardless of their personal views. If this doesn’t happen those returning who are genuinely concerned about becoming infected with the virus, will have heightened levels of anxiety, leading to a possible decline in their mental wellbeing.
- Download our Return To Work Mental Health Checklist.
How we work in the future following the pandemic may be very different from previous ways of working. Looking at how to look after your teams’ mental and emotional wellbeing is as important as preventing the spread of the virus.
Download the Return To Work Mental Health Checklist
Use this free tool to support your teams’ mental wellbeing, once it is established that your team can transition back into the workplace. Supporting your employees is not only good for business – it’s the right thing to do.