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Although the immediate threat of the COVID-19 pandemic appears to have subsided, the pandemic’s impact on employee mental health cannot be ignored. Even with the disappearance of lockdown measures and the return to a sense of normalcy, many employees continue to experience anxiety, depression, and burnout, which can affect their well-being, productivity, and overall job satisfaction.
As Human Resource professionals, it is our responsibility to recognise and address these ongoing concerns by providing support, resources, and accommodations as needed. By doing so, we can help ensure that our employees feel valued, supported, and empowered to thrive in and out of the workplace.
In this article, we shall explore the top 5 steps HR professionals can take to support employee mental health.
According to a report by Deloitte, 68% of employees and 81% of C-suite executives agree that improving employee well-being is more important than career advancement.
Among the lot, employees, by far, have been the most vulnerable when it comes to mental health issues, during this pandemic. From remote work set-ups to weaker job markets, and from maintaining work-life balance to experiencing severe burnout, employees have been subject to a lot of stress. “I can’t do it anymore” – is a phrase I have heard more often than otherwise during this period, and it’s heartbreaking to experience the same.
Employees seek to gain more value from their jobs. Gartner calls this “The Human Deal,” which has five components:
- Deeper connections.
- Radical flexibility.
- Personal growth.
- Holistic well-being.
- Shared purpose.
This is a prominent ‘call to help’/’cry for help’ and this is exactly where we, as Human Resources, need to step in. Mental health has been tragically ignored during this pandemic, here’s how Human Resource professionals can improve this.
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Know your employees
Not superficially, but for real. This can be done by surveys and opinion polls every once in a while. Surveys can prove very helpful if accompanied by the right questions. It can help Human Resource management get an insight as to how employees feel about the current work environment, stress factors, burnout, etc. It can help to know their exact concerns, which can further be used to help them deal with them.
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The ‘buddy’ programme
This turns out to be one of the most rewarding practices in an organisation. This is how it works, starting by putting in place a system where every employee is assigned a buddy (any person in the organisation, randomly chosen, may or may not be from the same time). With time, the two of them will be each other’s emotional pillar at work. Have a buddy meet every once a fortnight and discuss everything that matters to them. This process will make sure no employee is ever lonely at work and always has someone to discuss their situation.
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Knock, knock
Every employee should be made aware of the importance of mental health. One of the most important traits of people who suffer from mental health issues is their lack of communication. Make sure your colleagues recognise these signs as an alarm and keep knocking (read checking) on people who they feel might seem to need help. Make this a part of your EAP (Employee Assistance Programme) so that it continues even after a certain crop of HR employees have shuffled.
Forecasting of Human Resource in an Organization
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A ‘tell all in private’ session
Making affordable (if possible free) and confidential one-on-one counselling sessions available is extremely important for every organisation. However, that’s not the only way to help them, as a lot of people suffering from mental issues refrain from seeing a counsellor because of social stigma. Hence, as Human Resources, we need to build a culture where every one-on-one meeting starts with a very important, “How are you doing?” question. The promptness and tone of the response or the response in itself might be an eye-opener.
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Insist on taking leaves
One thing that most employees lack today, especially during the pandemic, is work-life balance. As Human Resources, we must ensure we demarcate work and personal time, even in remote setups. We must encourage our colleagues to take leaves and spend time with their friends and family, indulge in things they love doing or pursue a hobby. A day or two of downtime won’t hurt anyone, considering the pandemic has forced everyone to be on a 24×7 work schedule.
Pro tip:
Do not ask insensitive questions. If an employee is reporting sick or clocking out early without letting you know of a specific illness, be sensitive enough not to ask them about it in detail. You can, instead, ask if they are feeling alright and need help. Mental health, unlike physical health, is seldom noticeable; hence, it needs dealing with utmost sensitivity.
Bottom Line:
By implementing these strategies, we can cultivate a workplace where human well-being is prioritised, and employees feel truly valued and supported. Let us break down the stigma, foster open communication, and celebrate the unique strengths and vulnerabilities that each individual brings to the table.
When employees feel valued, supported, and heard, it translates into stronger teams, more engaged communities, and ultimately, a more successful and fulfilling organisation for all.
