Three vital employee wellbeing lessons for employers that have stemmed from the coronavirus pandemic
Working from home has become the only option for many, and remote work is expected to stay in place – in one way or another – for plenty of us. Meanwhile, we’ve all had to become adept at using a host of digital tools to carry on with business as usual as best we can.
The past few months have been full of challenges for employees and employers across the board. But there are also lessons we can take forward into the working world when things return to some form of normality. Some of the biggest takeaways centre around employee wellbeing.
Here are three vital lessons we’ve learned so far...
1. Remote working works – with the right support
In 2019, only 26% of UK employees worked from home at all, but the coronavirus pandemic has thrown everyone into the deep end. And, with companies like Twitter and Google already committing to more flexible policies post-COVID-19 – after seeing productivity maintained – it has shown that mass remote working can work.
However, the idea working from home means staff are automatically happier isn’t necessarily the case. In fact, anxiety, stress and loneliness have all risen in recent months, according to figures from Anxiety UK. To be successful in the long run, remote work needs the right structures in place to support employee wellbeing.
The traditional social, communication and support structures the office environment provides must be adequately replaced to make sure employees feel connected. Whether that is leadership promoting daytime breaks, managers offering remote encouragement through regular zoom calls, or acknowledging the traditional 9-5 hours may be a thing of the past, employers must avoid falling into the trap of ‘out of sight, out of mind’.
2. Transparency is key for mental health
The pandemic has negatively impacted mental health, and uncertainty over job security – as well as things like finances and general health – has played a part.
Those employees who have felt supported during this time have cited employers who maintained regular, honest and transparent lines of communication. Conversely, a lack of transparency from some has only increased stress levels for staff, as it is only natural to fear the worst.
This may be an extreme example, but the positive impact on wellbeing that comes with treating staff with respect and keeping them in the loop on business level developments, is a lesson employers can take from the pandemic.
And this theme of transparency and unambiguity can be translated into other areas of the business beyond ‘crisis management’. Clearly defining things like meeting schedules, long-term strategy, company culture and support safety nets can all provide comfort and show a mutual respect that fosters positivity and wellness.
3. An individual approach
Some people may thrive in a more isolated setting of working from home, whilst others get a boost from regular interaction. And, most importantly, everyone’s experience of the same overarching situation isn’t the same.
Taken beyond the context of COVID-19, employers should be wary of making blanket decisions and assuming they will impact every staff member the same. Employers should take a more individual approach where more voices are listened to, taken into account and, ultimately, factored in to decisions.
For instance, office spaces will have to adapt as lockdown rules ease. Employers can take this as an opportunity to better support employee wellbeing by introducing different options, such as workpods alongside an open office plan, or introducing a range of communication tools that allow an employee to find what works best for them.
Understanding how individual employees are reacting to the post-coronavirus work environment will also allow companies to appreciate the value of preventative occupational health decisions.
This article is provided by Firstbeat.
In partnership with Firstbeat Technologies
Firstbeat is the leading provider of physiological analytics for well-being and sports.
