Being at work is something but when you are on break or returning back to work after a period of furlough it is a huge change of state – both mental and daily routine. You may need to adjust to many new things and this leads to stress and worry. Hence, it needs to consider many proactive and practical steps from your employers to help their employees to return to the workspace. The motto of this blog is to highlight the common pitfalls that employees are facing while returning back to the office and the points of considerations from the employer’s end to take care of the employee mental health as they return back to the office.
Related post – Why a wellness routine is your top priority amidst pandemic
Problems that employees are facing after a long break
There are various types of problems that employees can face:
- Practical difficulties of caring responsibilities for elderly and children at home. Since, most of the schools are still closed there is extra pressure of taking care of children at home and managing their school.
- Employees faces anxiety of exposing to the virus as they are listening ‘stay home, stay safe’ for long time.
- Sharing workplace means sharing social contacts which is also a point of anxiety among employees. It put extra stress on mental health of employees.
- Though social interaction is good for mental wellbeing and economy to get back on its feet, not all employees can take it easily and it seems daunting for them.
So, what can assure the anxious employee mental health as they can return office? Here are some of the basic steps that an employer must share with their employees –
- What are the actionable steps business is planning to take to safeguard their employee’s health when they will be coming back to work?
- Clear and accessible health protocols of the company.
- Advisory from the employer to the employees on safety and hygiene.
- Ensuring full pay when the employees should be back to office to reduce anxiety related to reduced finances.
- A reasonable notice period should be given to the employees to warm up them before they join to actual work. This will help them in many ways for example those who need to plan for childcare or adjust work hours can do it prior.
Actions that employers can take for employee mental health
Proper communication and emotional support boost mental health of employees
As we have mentioned about possible reasons for anxiety and worries among employees, if possible, the employer may try to set a one-to-one meeting with employees to encourage them to share any concerns regarding their physical and mental wellbeing. This will leave a positive impact on employees’ minds and they will be assured that at least the employer is scheduling some business wellness action plan for the employees.
Not only verbal assurance, employers also do some risk assessment related to staff returning to the office and identify the risk that may impose from coronavirus. At the same time, they need to take proper measures to prevent that risk. This may differ from business to business. Additionally, employers can follow the guidance published by the government related to employee mental health.
Employers must assess the safety of the workspace
Social distancing is a key criterion to ensure your employees’ safety. Hence, employers should plan ahead on how to enforce social distancing. Many employers are implementing artificial intelligence to enhance this process. Maintaining a minimum of 2 meters distance is the thumb rule. Do you have enough workspace area? If not, can you change the layout of your existing workspace? How team meetings will be held is also a matter of concern. Because these meetings are important for maintaining good client relationships.
Now, these are one side of the story. As your workspace was closed for a long time, the first and foremost important thing before you open it is the deep cleaning of every corner of it. Not only floors or corners, each and every office equipment must be sanitized on regular basis. Furthermore, when more employees will arrive at the office, you should keep all the hygiene measures ready like handwash, sanitizer, etc. This creates a safer environment as a whole. Some industries may need to wear PPE when they return to work. If this is the case, you should have enough supply for it.
Think about emotional aspects of employees which can be vulnerable for them
An employer should have beneficial and empathetic HR policies. Hence, employee wellbeing and resilience should be a priority for the employer. They need to think about some critical aspects of employee life which may have already impacted them during this pandemic period. Many may be suffering from psychological disorders like depression, loneliness, anxiety, stress due to work-from-home conditions. Again, some have suffered the bereavement of near and dear ones and are not emotionally ready to come back to work. In such a situation, though there is no such bereavement leave policy in any company the employer should be sympathetic while assessing the condition of the employee and must allow them an additional grace period of leave. If required the employer should leverage medical counseling for its employees.
Always maintain a clear Communication with employees
Since offices were closed for a long time, it is possible for employees not to get business updates regularly. This may create doubts and a lot of questions in the mind of employees. This should not mean ‘no news is good news for the employees. And to ensure that, employers always maintain a smooth and clear communication process. Be it regular emails, podcasts,s or any other means but employees must be aware of the current state of the business.
Final verdict
Due to COVID19 uncertainty breeds anxiety and stress with a growing number of uncertainties in the workplace. Many workplaces have witnessed aggravated lay-offs which created extra stress, job insecurity among employees. In this uncertain time, it is obvious that both the employer and employee needs will change. Hence, check regularly, particularly during the transition times like when it is opening times of offices. If necessary, modify company policies, be flexible to employees. This will give an opportunity to reiterate practices and norms to support the mental health of the employees.