Including Mental Health in your Return-to-the-Workplace plan
Now, more than ever, Mental Health at Work matters. Your team is under increased stress and tension from the coronavirus and measures taken to slow the spread of the virus.
As we begin to see sectors re-opening, individuals are being asked to make decisions about risk levels and what feels safe for them and their family. This in turn has a large impact on an individual’s mental well-being, and their mental bandwidth.
There’s also uncertainty and worry as we navigate this triple whammy of a new and deadly virus, the disruption of our routines, and an economic slow-down.
Even at the best of times, employees’ mental health can have a huge impact on business.
Pre-pandemic statistics show us that:
1 in 5 Canadians experience a mental illness in any given year.
30% of short- and long-term disability claims are due to mental health.
3% of employed Canadians miss work for mental health reasons each week.
Improving Workplace Mental Health has been found to lead to increased employee engagement, increased productivity, reduced costs for disability claims and increased retention.
When we look at the new pressures on our teams, plus the previous challenges to mental health, it is crucial to support mental health at work.
Here’s how.
Learn what’s Top-of-Mind for your team
Start with open and honest conversations about where people are at and what they need.
Everyone is in a different situation and, if you’re able to be flexible in the return-to-office arrangements, it can have a great impact on mental health and morale.
Some employees have family members who are in a high-risk category. Others are struggling with childcare or eldercare if their usual supports aren’t available or are on restricted hours.
You might not find a perfect solution, and you might not be able to address every concern, but if you start with listening and working towards solutions when possible, you’ll be on the right track to supporting your team’s mental health.
Be clear when communicating
Research shows that when we’re under increased stress, it’s much easier to misunderstand each other.
As a leader, be as clear and concise as you can when communicating with your team about return-to-office plans, workload, and expectations.
As we move through the re-opening stages, we are still in uncharted waters, and your team is likely feeling some fear and uncertainty about what happens next.
Let your team know what the expectations are. What can they expect when they come in to work? What should they do if they have cold symptoms and need to stay home? Think through the possibilities and eventualities, and communicate the plans. Keep the information somewhere easy to access and refer to.
Plan for stress relief
Realize that your team is under more stress than usual. You are too.
Interestingly, research shows that one of the best ways to support mental health is to support physical health.
Think about self-care, and looking after your mental, emotional, spiritual and physical health. Encourage your team to do the same.
Take activity breaks throughout the day, whether that’s stretching or taking a walk around the block. When possible, include physical activity in your day.
Encourage people to take a lunch break, and include activity, like walking or running, in that time. Make sure you do the same. Schedule it in your calendar, and make it a priority. You’ll see benefits to your mental well-being, your focus and productivity at work.
Communicate about existing benefits and programs
Make sure your team knows what’s in your existing extended benefits and Employee Assistance Program (EAP). Share the contact information and website login, and encourage people to use it.
Now is a good time to ensure everyone knows the company’s sick days policies, as well as work-from-home policies, scheduling policies, and medical leave policies. Note that medical leave policies apply equally for mental and physical health.
If your company is missing one of these policies, now is an important time to add them.
Mental Health matters more than ever before. Make sure it’s part of your company’s plan as you move forward. It will be well worth the effort!
About Brandy Payne
Brandy Payne helps caring leaders improve mental health and psychological safety at their workplaces, without overwhelming them or their teams.
Brandy is a Canadian Mental Health Association Certified Workplace Psychological Health and Safety Advisor. She also served as Associate Minister of Health in Alberta, where she was responsible for Mental Health and Addictions.
Brandy draws on a combination of research, best practices, and lived experience to improve mental health and psychological safety in the workplace.
She offers workshops, training, and consulting to businesses of all sizes, in all sectors. Visit her website at www.brandypayne.ca.
