How to help your employees with feelings of isolation, worry and anxiety
Younger workers (aged 18–29) have heightened anxiety around monetary concerns; 35% say they continuously worry about their finances which had impacted their productivity levels. As well as worries around money, job security was another concern affecting young workers’ focus and productivity at work.
The shift to working from home during the pandemic has been a key driver of change between employees and employers. Tight restrictions during the pandemic left almost half (47%) of employees feeling isolated from the company they work for, according to our Re:Me report (2021). The concern is that as employees’ belonging and commitment to their employer decreases, so will their productivity and likelihood of staying loyal to their employer in the longer term.
But with each demographic being affected by the pandemic in different ways, employers must view each employee's situation through an individualistic lens and appreciate that everyone’s experiences are unique – in the same way their workforce are. By understanding their unique challenges, organisations can start to better segment staff and their needs.
Although the easing of restrictions and the return to the office is likely to have improved the wellbeing of some employees, for others, anxieties and uncertainty will remain. It is critical that employers remember the lessons learnt during the pandemic and channel this into future changes that better support the needs of each individual employee.
To help, here are five tips for employers to help their employees with feelings of isolation, stress and anxiety in the workplace:
1. Encourage communication
The pandemic has had a major impact on most people in one way or another. Whether that’s health related, the passing of a loved one, struggling with working from home, caring for a loved one, or home schooling – the list is endless. While some employees will be open about the struggles they are facing, some may feel hesitant. But remember, your employees are not alone. Our Re:Me research found that six in ten (61%) workers say their boss is more aware of their personal circumstances than ever before.
2. Be aware of returning to work anxieties
Having concerns about returning to the office is to be expected, something that used to be just another day now feels like a big milestone for workers. Working from home has been the new normal for over a year now, so it’s not surprising that it’ll be a difficult transition. Just like moving from the office to home was for others. Being mindful that these challenges exist for workers and supporting them with their return will go a long way to ensuring the transition back to the workplace is as smooth as possible.
3. Watch out for or reducing employee burnout
Being aware of changes to an employee’s productivity is vital, managers need to be vigilant when monitoring how individuals interact or show signs of disengagement. People can hide behind a computer and be unseen very easily. The typical ‘calling in sick’ stats may reduce, the reality can be very different as people are affectively hidden. Helping employees use their annual leave, by either selling, buying or rolling over to the next year can be a small step with a huge benefit.
4. Support their overall wellbeing
Traditional benefits – such as retirement, medical, and dental insurance – provide a safety net for employees. But as the world changes and new ways of working accelerate, this is altering what employees want from their employers. A more holistic approach to benefits that supports employees is emerging. Employers who support employees in and out of the workplace can help ensure both will thrive today and in the years to come.
5. Remember financial wellbeing
One of the ways employers can help to alleviate some concern is by highlighting the financial support available to employees alongside advice on sleep, or promoting tools that give practical information on managing daily budgets and savings. Initiating dialogue around financial wellbeing will assist with breaking down the taboos.
MetLife has also produced a Guide for employers, which highlights the key findings from our Re:Me reports and provides practical tips and actions for organisations who are navigating a changing relationship with their employees following the pandemic.
Our Re:Me report centres on creating a stronger sense of belonging post pandemic. Find out more information about the Re:Me report and download it here.
This article is provided by MetLife.
In partnership with MetLife
At MetLife our aim is to help businesses prepare for the future, perform at their best and protect their people.
