How to react to the tell-tale signs of wellbeing decline in employees
The wellbeing needs of people as a whole, and as individuals, are just as likely to change as global circumstances. After all, the number one thing affected by the pandemic? People. Their lives, their work, and their families are all affected deeply by the changes sweeping the world.
So, while you’re providing for their wellbeing as best you can, how can you best respond to the changing needs of people in terms of their health? We’re in a bit of a period of uncertainty and unpredictability. Here are a few ways to try to make sure that changes in needs, and the voices that ask for those changes, don’t go unanswered.
Look out for the tell-tale signs
It’s usually pretty obvious when someone—or an entire workforce—is suffering from declining wellbeing. Mental health suffers quickly when things are unpredictable. Some signs are:
- poor concentration
- being easily distracted
- worrying more
- finding it hard to make decisions
- feeling less interested in day-to-day activities
- low mood
- feeling overwhelmed by things
- tearfulness
- tiredness and lack of energy
- sleeping more or less
- talking less and avoiding social activities
- talking more or talking very fast, jumping between topics and ideas
- finding it difficult to control your emotions
- drinking more
- irritability and short temper
- Aggression
Looking out for things like this, documenting them, and asking others to report on similar things are good ways to ensure you’re proactively watching your employees for possible declining wellbeing.
Encourage people to speak up
Of course, the best way to learn about changing wellbeing needs is to ask people to tell you about them. Perhaps people are feeling the strain of the current situation financially. Or they’re suffering struggles with their family due to members being furloughed, laid off—or much worse.
Asking people to be candid, open and honest about the problems they’re facing can be eye-opening—and it’ll help you with actually knowing what to do next.
Tailor your support, and make changes rapidly
Once you’ve set up a culture of openness and honesty about wellbeing issues at work, it’s time to make sure you’re doing something about it.
Make changes to your leadership. Good leadership can boost workplace wellbeing in some interesting and odd ways—it’s about leading by example. This doesn’t mean your leaders need to be stoic, invincible heroes who don’t let any changes affect them negatively, rather it means making sure they’re just as open and honest as anyone else. When a CEO shares a story of a wellbeing struggle, it inspires others to do the same.
Build support networks. Have people make it clear that they’re there for each other. Everyone has their own problems, and their own strengths—together, the strengths play into each other. Organise coffee and chat mornings, support groups and open forums for discussing ways to make everyone’s lives easier.
Use external help. Employee assistance programmes are perfect for this. You can’t be expected to shoulder the burden of everyone’s wellbeing yourself—a 24/7, 365 helpline staffed by trained counsellors makes providing wellbeing support much, much easier.
This article is provided by Health Assured.
Supplied by REBA Associate Member, Health Assured
Health Assured is the UK and Ireland's most trusted health and wellbeing network.
