×
First-time login tip: If you're a REBA Member, you'll need to reset your password the first time you login.
30 Jul 2021
by Heidi Stewart

Exploring the post-Covid-19 return to the workplace and the hidden costs of the pandemic

The working world has changed considerably over the past 18 months, and while flexible working policies and home offices are becoming more normalised, the mental health crisis appears to be growing. It goes without saying that each individual is different and employers have a difficult task in creating an inclusive environment for all staff to feel confident to openly discuss their struggles.

9658-1627570821_BHSFMAIN.jpg

However, it is a legal requirement for employers to look after the health and safety of their staff, and this includes mental health. The results show that not all staff are confident in opening up to their line managers, which begs the question, who are they turning to? It is difficult for employers, as home-working makes it more difficult to spot the signs. Creating an environment, where multiple avenues of support are made available, is the most effective way to support staff.

We surveyed 2,000 of the UK’s working population who have worked from home during the pandemic to explore how they are feeling. What is clear from our insight, which we captured in The Big Return report, is that more needs to be done to support staff. We hope our report can offer some guidance on practical steps businesses can take, without adding pressure on line managers and leadership teams who may also be struggling.

We hope it can act as a catalyst for the development of clear strategies and tactics to support employees, not only over the coming months, but also the coming years.

Here are four ways to create an inclusive wellbeing environment:

1. Lead from the top

If senior managers can be open about their own experience and vulnerability during the pandemic, it will send out a strong message to their workers that the company recognises this is a widespread issue and will be supportive.

2. Consult with employees

Talk to employees before announcing return-to-work plans. Some people may have been working from home for nearly a year and feel anxious about returning to the workplace, including their travel to work.

3. Adopt enhanced consultation

Opening up a dialogue with your employees will enable you to take a proactive approach to identifying concerns, rather than a reactive approach to problems at a later date. Feeling fully informed can be very reassuring to employees who are not quite sure what to expect of their post-pandemic workplace.

4. Establish a strong support mechanism

We shouldn’t assume that providing colleagues with the compassion required is something that comes naturally to all line managers. Establishing a strong support mechanism is key so that they can coordinate action early and turn to those with HR and clinical expertise.

For further insight, download The Big Return report.

The author is Heidi Stewart, group chief executive at BHSF.

This article is provided by BHSF.

In partnership with BHSF

BHSF is a market-leading health and wellbeing provider.

Contact us today