A return to brick-and-mortar offices requires more than simple COVID safety protocols. Companies must also take steps to alleviate some of the anxiety that accompanies this return to normalcy by taking care of team members’ mental health.
“Does everyone have their vaccine?” It’s a common question now — a new social norm. Vaccines are now readily available for most of the adult population in the U.S., and the Centers for Disease Control continues to ease its requirements on mask-wearing and social distancing. Now, business leaders are creating concrete plans to bring workers back into offices.
One concern that isn’t getting as much attention regarding the return to “normal” is employee mental health. Before the pandemic, mental health challenges were already a pressing concern for businesses; anxiety and depression cost the economy $1 trillion annually in lost productivity.
In light of what we’ve all been through in the past year — and what we’re likely to go through as we regain our footing — the concern is now even greater. Business leaders must take proactive steps to address it.
1. Empathize With People’s Experiences and Create a Safe Environment
While some employees have missed the camaraderie of the physical office experience, others have valued the time away from the hustle and bustle. Some may also still be concerned about the virus and the threat it poses to them or their families. Remember that every person is unique and will have their own hesitations, anticipations, and worries about readjusting to life away from home.
To ease concerns about returning to a physical office environment, you must first listen to everyone and assess their level of anxiety — and show them you truly heard them. Let your team know you’re open to discussing their mental health challenges while showing that their managers and the HR department are great resources.
Communicate any changes employees should expect in work responsibilities, workload, or the future of their employment. People are already dealing with a lot of uncertainty, anxiety, and change. The more you can empower them with information and clear expectations for the future, the better equipped they will feel to meet any mental health challenges they face.
2. Make Mental Health Resources for Employees Easy to Access
We’re lucky to live in a time when people are more open to discussing their mental health challenges and needs. But even if employees recognize they’re struggling, they might not know where to go for help. Start by working with your HR team to educate employees on the types of employer mental health programs available through their insurance or employer assistance program, sharing what they need to do to take advantage of these tools. Mental health resources for employees should be as simple as possible to access and use.
Further, educate your managers and leaders on the impact that employee mental health struggles can have on work performance to help them understand the importance of sharing these resources. Is an employee struggling with depression after becoming accustomed to spending time with his children all day? Is another anxious about contracting the virus and bringing it home to her immunocompromised family member? Are these concerns impacting their ability to do their jobs? Managers should be equipped to recognize and care for these mental health challenges to the best of their abilities. That starts with understanding what those challenges might be and what they could mean for an employee’s work.
3. Embrace a Culture of Self-Care
Self-care is an integral part of prioritizing our mental health. That sometimes means resting when we need it, allowing ourselves an extra hour of sleep when we’re depleted, taking the time to cook a nice meal, or conjuring up the willpower to squeeze in a morning workout.
Let’s say you notice an employee has been dragging because their self-care routine has changed. They now have to drive their daughter to school in the mornings instead of making time for exercise — talk through ways they can do both. Maybe they can take a workout class over lunch, and perhaps you can offer weekly Friday afternoon wellness hours. By encouraging a culture of self-care for your employees, you demonstrate that you value their ability to care for their mental health.
4. Lead by Example
Your team is watching you and emulating your actions. If you are honest, transparent, and proactive with employees, they will be honest and transparent with you. If they see you prioritizing your mental health and self-care, they will do the same. If they hear you acknowledging the challenges and changes accompanying a return to the office, they will be more receptive to those changes.
Reopening the office requires so much more than simply having COVID safety protocols in place. Although protocols can help alleviate some of the anxiety that comes with returning to the office, it’s also important to look at the bigger picture, office culture, and mental health resources for employees at a time like this. While returning to the office might only last for a short period, anything you can do now to ensure a smooth return will benefit your company well into the future.
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