Ways to support employees’ mental wellbeing through organisational change

It’s been a unique year of change for employees, families, companies and countries. No one’s been immune to the challenges and the uncertainty of the global pandemic that sent much of the workforce home in a matter of days, while those left on the front lines struggled to adopt new rules for safety. Our lives have been transformed both personally and professionally, and there is possibly more to come!

Let’s be honest, change is quite unsettling and I am not sure many can say they embrace it. So, how can we be resilient to change and support employees’ mental wellbeing before, during and after the transition?

With 57% cent of companies anticipating major changes to their culture as a result of the pandemic, according to our 2021 Global Culture Report, it’s important to focus on providing the best mental health support possible. Here are some key points to remember.

Be transparent

At all stages of the transition, keep teams up to date and share information directly and honestly. No one likes surprises! Leaders know their actions are under a microscope and that not all employees will be happy with them, but transparency enables organisations to rally their people while helping to reduce uncertainty and anxiety.

Provide time for feedback

It’s important for employees to be given the opportunity to share their concerns and thoughts. Knowing that the organisational leaders are listening increases acceptance to the change and enables employees to feel part of making a difference. After listening to feedback, it needs to be acted on appropriately.

Educate employees about the change

Don’t assume that everyone understands the why, how and when of what’s going on. When workers understand the business situation and have the information behind decisions, they feel that “we are all in this together”.

Ensure inclusivity

Ensure employee communications about the change, and the support provided, don’t alienate any individuals from a different age group, gender, sexual orientation, background or race.

Don’t forget individual needs

During the whole process don’t forget those individuals who struggle a little more with change. Make sure you make time for these employees. Speak with them and explain how the changes will have a positive impact, not just for the company but their individual role. Make sure you provide plenty of support and allow time to be a sounding board while offering reassurance.

Set clear expectations to avoid confusion

Be clear and consistent with your messages to employees, being open about what is expected of them and explaining how they can continue to exceed during change. This, in turn, lifts mood and reduces anxiety. By making employees feel part of making the change a success, they’ll be more accepting of the new reality.

Be appreciative

Reiterate to employees what they do well and take time to recognise them for helping to smoothly navigate the change. Feeling appreciated and recognised reduces fear and anxiety.

With massive changes happening and anticipated, the mental health of employees must become a top priority. Transparency, clear communication and ensuring everybody feels part of the change will ensure a less stressful transition for everyone.

The author is Beth Hall, senior client success manager and mental health first aider at O.C Tanner Europe.

This article is provided by O.C. Tanner Europe.