6 ways business leaders can support their employees’ mental health during COVID-19
Mental health problems in the workplace are on the rise due to the uncertainty brought by COVID-19 and wider economic and political concerns. The impact of this year’s events will be felt far into the future, and business leaders must act now to support their employees’ wellbeing.
It’s extremely likely that business leaders, C-suite employees and managers will continue to see a rise in anxiety levels from employees. And, of course, they will be dealing with their own mental health challenges during this challenging time. However, in order to mitigate damage done to the health of employees and to the bottom line of the company, now is the time for managers to act. Here’s how.
1. Show your own vulnerability
We’re all in this pandemic together and in some ways COVID-19 is useful for opening up the discussion about mental health. The majority of people are suffering from some form of worsening anxiety, whether it’s down to financial concerns, catching the virus or managing the family.
Business leaders who are open about their own challenges will communicate better with employees. This kind of open dialogue means people at all levels are more likely to be honest about their struggles so that managers can then help them before a crisis occurs. Research shows that this kind of authentic leadership improves everything in the workplace, from employee performance to their own wellbeing.
2. Lead by example
Rather than just talking about how you support mental health measures and self-care, demonstrate to your employees that you are living these values. When they see that you take proper breaks away from your computer, phone and email, they are more likely to do so as well.
3. Encourage a culture of checking in on each other
Managers should be asking employees every single day how they’re doing. This is particularly important for those who are working from home still, as the sense of isolation can quickly get out of control.
Ask specific questions and make it clear that you can help where necessary. While you are unlikely to be able to solve every problem, just the act of really listening to employees can help them immeasurably. Encourage employees to check in on each other too.
4. Be flexible and understanding
Employees’ priorities and personal challenges are likely to change regularly. Managing childcare in this uncertain time is difficult and there is the constant threat of a second lockdown to deal with a second wave of COVID-19. Government measures change often, and this increases anxiety for employees too.
Ensure proactive communication from the top down becomes normal and take an individual approach to your employees. Some may need help, while others will feel supported just by being asked. Be generous with any changes you can make to
5. Trust your staff
By demonstrating your own changed behavior, you will show employees that this flexible management style really is for their benefit. If they need you to adjust hours, for example, trust that this is a genuine request and fulfil it if you can. Show them ways to ensure their work is done while they deal with other demands and pressures, all without further compromising their mental health.
6. Communicate as much as possible
All of these measures need increased communication, and best practice is to communicate more than you think is necessary. Make sure everyone understands any changes within the business as and when the external situation changes. Don’t leave employees wondering what’s happening, as this increases anxiety levels and will impact productivity.
It’s not likely that the working world will return to pre-pandemic normality for a long time yet, if ever. Now is the time to take the steps to ensure that there are procedures and measures in place to deal with what is set to be a long-term period of uncertainty and challenge.
