Balancing the return to work with mental wellbeing
The transition from remote working back into the traditional office environment needs to be managed with care.
With 50% of companies planning to reopen their office doors between August and October, many HR directors are faced with a tricky logistical challenge.
Encouraging employees to return to the office will not be straightforward, with workforces across the country now accustomed to (and embracing) working from home. In addition, this is a difficult task that many HR managers (who are still adapting to new ways of operating themselves) have never undertaken before. Given most employees have expressed an interest in splitting their time between home and the office, many businesses will now be expected to adopt a hybrid working model that reflects diverse needs and opinions.
Related: 7 COVID-busting benefits that will help employees return to work
As employee interest evolves, the transition from remote working back into the traditional office environment, even on a hybrid basis, needs to be managed with care.
The impact of returning to the office on employee mental health
We recently commissioned research into what HR managers and employees felt about the return to the office. Our Wellbeing at Work report found that 37% of HR managers think that the majority of their employees are stressed about offices reopening. But this isn’t the whole story, with a range of other emotions, including anxiety, sadness and excitement also identified.
This mix of emotions is further contributing to an already challenging picture; our research also found that individual mental health needs increased rapidly during the past 15 months. Over six in 10 US organizations experienced a surge in demand for mental health support during the pandemic, as the pressures of extended isolation and uncertainty took their toll.
It’s important to remember that reopening the office doors will not put an end to this demand. While getting back to something that feels closer to a pre-pandemic “normal” may help improve our mental health in many ways, it will not fix every wellbeing problem caused by COVID-19, and indeed may present new challenges. So what practical steps can be implemented to ensure that mental health improves within businesses?
Foster a culture where mental health is a priority
For me, culture is what will underpin a successful transition back to the office. What a positive mental health culture looks like undoubtedly varies from organization to organization, but the core elements remain the same. First, HR professionals and senior leadership teams must strive to remove the stigma of talking about mental health at work. Secondly, they must ensure that people have time to recharge their batteries, encouraging regular breaks, not checking emails during evenings and weekends, and taking vacations. Lastly, they must invest in personalized support, ensuring that they have the tools in place to consistently measure and understand staff mental health.
Our research found that mental health is still not embedded in many companies, with 42% of HR managers agreeing that mental health isn’t a cultural priority at their organization. With the stresses and strains of the pandemic still ongoing, as well as the reopening of offices, this needs to be tackled now.
How can HR leaders embed mental health as a cultural priority?
While there is no quick fix, there are many different ways to help build a strong culture of care.
At the earliest opportunity consult staff before the office reopens. Consider commissioning an employee survey, which gives staff an opportunity to explore the practicalities, timings and processes they would like to help them confidently manage the transition. The best surveys will be anonymous so that people feel comfortable sharing their true thoughts without judgment.
It’s paramount to continue to communicate and build confidence among staff. Be clear on your expectations, and ensure everyone has a confidential route to give feedback and ask questions. Virtual platforms such as Workplace or employee intranets are ideal for this, but if unavailable, consider sourcing an online suggestion box.
Perhaps most importantly, give staff time. It seems simple, but often business leaders of larger companies in particular make decisions without staff input and expect everyone to adhere. If you’re planning a return between August and October, tell staff now. This shows consideration for employees returning to the office who may need time to source childcare or to relocate. For others, it gives them time to mentally prepare.
What can HR leaders do in the long term?
Once the office is re-opened, continue to consider the impact this new way of working has on mental health. Offer resources; after months of lockdown and isolation, fear, depression, anxiety and grief will all be present in the workforce. This is okay, and you need to prove to your staff that it is. Granting access to a wide range of mental health resources – such as app subscriptions, therapists or reading material – will help to prevent the danger of burnout or excess stress.
Additionally, consider a review of your company’s benefits package. As open enrollment planning begins, evaluate ways to tailor your benefits package to meet the post-pandemic needs of your teams. With an increase in demand for mental health support, it is a good time to check staff are being offered benefits that make it as easy as possible to get support, not simply get added to a queue for a therapist. This will mean looking to complement traditional support with digital-first solutions that maximize access.
It’s paramount that such digital-first support is personalized. Our research found that while 55% of mental health services are personalized to the company, only 24% are personalized to the company and employees. Our report also showed that the companies which offered personalized support services saw a less significant surge in demand for mental health support than those which didn’t.
Finally, engage on a regular basis. Share regular ongoing surveys to check-in on how employees are doing, and ensure you acknowledge and act on the findings. This will show that not only do you care, but you want to offer them the crucial support they need.
While our report highlighted that more needs to be done to embed mental wellbeing in company culture, I’m confident that, by fostering an environment where wellbeing is championed and prioritized, we can bounce back stronger. Implementing the above steps will go a long way in ensuring that workforces are resilient and productive once office doors are re-opened.
Noreen O’Prey is global HR director at Koa Health.
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