How HR leaders can effectively manage employees post-inauguration stress
Much of the impact of 2020 has carried over into 2021, contributing to ongoing economic anxiety for many.
“I can’t wait for 2020 to be over.”
It was a sentiment echoed by many, as the nation looked forward to the new year with the hope of a fresh start. Unfortunately, a new calendar year doesn’t necessarily mean a clean slate. Much of the impact of 2020 has carried over into 2021, bringing with it a violent insurrection, a continued rise in the pandemic’s death toll, and ongoing economic anxiety for many.
A recent survey conducted by the American Psychiatric Association revealed that a staggering 81% of American adults said the future of our nation is a significant source of stress in their lives. While big, structural changes won’t happen overnight, there are plenty of solutions and strategies that benefit professionals and HR leaders can lean on to help their team members effectively manage post-inauguration stress.
Related: Employers, employees feeling the strain of pandemic stress
First and foremost, ensuring your organization has a mental health solution in place is crucial. The sociopolitical events of the last twelve months have led to widespread increases in mental health conditions and increasing the calls for organizations to provide better mental health benefits for their teams. A recent study showed that 43% of American workers felt their company’s benefits did not meet all of their mental health needs.
Keep in mind, however, that simply having a solution may not be enough. It’s important to promote the use of the benefits you have in place, whether it be via email, your company intranet, benefits fairs, or training sessions. It may be worth promoting the use of the benefits with specific cultural context, like their ability to help your teammates anxiety or stress they may be experiencing as a result of recent events.
For some employees, navigating their benefits may be confusing or even discouraging. Factor in the rise of conditions like employee burnout as a result of the pandemic, and you may find that your team members who need care the most are even less likely to enroll right now. To tackle some of the heavy lifting, consider a solution that includes a navigation component. Navigators can help provide your team with clarity around their options, what to expect from care, all while ensuring that no one falls through the cracks of the care journey.
Another driver of positive clinical outcomes is therapeutic alliance, or the bond felt between a patient and their therapist. The more comfortable a patient feels with their therapist, the stronger their therapeutic alliance becomes, and the more successful their treatment will be. One of the primary factors in therapeutic alliance is ensuring the patient feels as though the therapist understands their lived experience. Therapeutic alliance has become especially important in the last year, as many people of color try to manage the trauma associated with the ever-present racial injustice in our country.
HR leaders can ensure a higher likelihood of their teammates’ success with treatment by offering a diverse network of providers. At the very least, your network should far outperform the national averages for racial and ethnic backgrounds of psychology professionals, which tend to be shockingly low. Evaluating your network’s diversity is just one step towards better helping those who may be struggling with depression, stress, or anxiety associated with racial injustice.
Beyond your benefits offering, there are practical strategies for self-care that can help you and your teammates navigate whatever 2021 may have in store. One of the most helpful strategies is reducing news consumption and replacing it with something you enjoy. The 24-hour news cycle can be emotionally draining, and being glued to social media makes it far too easy to fall into a trap of “doom-scrolling.” Take a moment to step away from your screen and take a break–meditate, exercise, call a friend, or put on your favorite music. Practice turning away from your notifications, and tuning into yourself. Working on mindfulness skills as little as 10 minutes a day can help tremendously.
As the pandemic continues, individuals may be finding themselves feeling increasingly isolated or alone. Make sure you’re checking in on your teammates, especially those who live by themselves or have expressed feelings of loneliness. This may seem like a no-brainer, but it’s easy to forget after so many people have been working remotely for nearly a year. It’s important to approach these check-ins with a friendly tone and listening ear. If a teammate is feeling especially overwhelmed or stressed, it may be worth suggesting that they take time to step away from work as needed. Be sure to know what support services are available so you can suggest options for your teammates when they signal a need for help.
The early months of 2021 may not be the clean slate many of us had hoped for following the challenges of last year, but by providing the right mental health resources and an empathetic approach, you can build a healthier, more resilient team. The rest of 2021 can be a year of hope, re-engagement, and connection if we support each other to utilize all the resources available as we each find our path forward.
Dr. Millard Brown is senior vice president of medical affairs at Spring Health.
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