The murder of George Floyd, combined with the ongoing pandemic, has shaken our community, our coworkers, our families. We don’t leave who we are at the door when we come to work — the stress of traumatic events may lead to poor work performance and strong emotions. At the same time, work has changed for the unforeseeable future, whether at the individual employee, departmental, or organizational level. In times of extreme stress, anxiety, and uncertainty, it’s not easy to do wellness work, but it is still essential.
Addressing mental health is an increasing priority in the workplace, as more than half of the working population struggles with mental health issues related to anxiety and depression. For those suffering from existing mental health conditions, anxiety surrounding COVID-19, police killings, and subsequent community unrest exacerbate these conditions.
More than ever, it is critical that employees feel like you care about them. Employee health and well-being programs, policies, and resources help to build a more resilient workforce that can deal with change and adversity while continuing to do good work. Resilient employees also have significantly reduced risk of mental illness.
Stay connected
Strong social networks and relationships are a key factor in strengthening resilience. When we care, volunteer, and collaborate, our physical and mental health improves.
Surveys suggest the No. 1 thing that gives people a sense of belonging at work is when colleagues check in on them. This is more important than ever, with many of us working remotely. Whether through informal coffee chats (including virtual) or in more formal meetings, create space for employees to express what they are experiencing. See what kind of support they might need.
Communicate
Studies have shown that leaders play a particularly important role in reducing employee anxiety during difficult times. Approach messages in a people-oriented manner rather than just an exchange of information. If your organization has a wellness committee or wellness champions, they can help leadership assess situations, engage with staff, and identify ways to support employees.
Other recommendations:
- Direct employees to reputable resources for more information.
- Provide timely, but accurate, information rather than waiting until you know all the answers.
- Recognize that everyone is going to act differently. Leave room for many emotions: anger, frustration, sadness, etc. Give people space to process on their own and share only what they want to. This is a time for listening.
Support mental health
There are many sources of stress that impact the mental health of employees. Can they pay their bills? Do they have kids at home while still needing to work? Do they have paid time off, and feel confident that they can take it? Are they afraid that they or people they care for will contract COVID-19? Are they part of the communities impacted by violence and civic unrest?
Use all your vendors to support your employees, including those that aren’t traditionally thought of as “mental health.” Leave, sick pay, and disability policies; financial and legal counselors; emergency loans; and other resources can address the many stressors that are heightened with the pandemic and community unrest.
Resources
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