The On-Going Pandemic and the Need to Focus on Employee Mental Health

We are living in uncertain times.

 

Most of us haven’t had in-person interactions with others in a long time and have spent most of our time indoors.

 

… and this lack of social interaction and high uncertainty can take a very real toll on our mental health.

 

Harvard Business Review shared that a study conducted by Mind Share Partners, in partnership with Qualtrics and SAP, found that the mental health of almost 42% of respondents had declined since the pandemic started.

 

Centre for Addiction and Mental Health (CAMH) shared similar findings.

 

Their recent poll highlighted that about 50% of Canadians said that their mental health had worsened since the pandemic began.

 

Additionally, 1 in 10 Canadians shared that their mental health had worsened ‘a lot’ as a result of the pandemic.

 

In these situations, it is essential for HR leaders to put programs in place to support employee wellbeing.

 

Some of the ways in which you can provide assistance to your teams are:

 

a) Be Open to Conversations

 

If you have an open-door policy and are vocal about your feelings as well, employees can feel comfortable sharing their mental health challenges. When it comes to mental health, now more than ever, every action can make a real difference.

 

Communicating clearly with managers and other employees about mental health and sharing the resources that can help.

 

Bell Let’s Talk Day, for instance, is a great initiative that has gained nation-wide popularity. It has given a platform to people to make their voices heard. This toolkit created by Bell can be a helpful resource.

 

b) Encourage Self-Care

 

Now is probably not the time when people are thinking about taking time off or just treating themselves to little luxuries. Financial constraints and travel restrictions can be two main reasons for this.

 

So, in times like these, allow the employees to take time out for self-care. Encourage them to take walks, have therapy appointments, or just take a day off.

 

Fortune shares that Emirates, for instance, has offered support to its employees through group chats, guided meditation sessions, and personal counselling.

 

c) Be Inclusive

 

Morneau Shepell’s Mental Health Index™ for September dropped by 10-point from its pre-pandemic benchmark of 75.

 

While there has been a drop in the overall index, it is important to note that some groups of Canadians are more vulnerable than others. When developing support initiatives, it’s important to consider the needs of these segments.

 

d) Offer Flexibility

 

Flexibility is more important today than ever before. Working parents for instance have to pick their kids from school and some individuals may be taking care of an ailing parent.

 

Being understanding and offering flexibility, during these times, can go a long way when it comes to employee motivation and retention.

 

When you’re spending your time focusing on the needs of the workforce, we can help you with other processes such as getting the right talent on-board.

 

Whether you need a criminal background check, credit check, education verification, reference check or an employment history verification; Triton has simple and secure pre- and post-employment solutions for you.

 

Get in touch today to learn more about our solutions. Call 1-844-874-8667 or visit https://triton.clientwebdev.com/business