COVID-19: Dealing With The Mental Health Of Your Remote Workforce

3 ways employers can best support their teams

Even as the coronavirus pandemic alters the world as we know it, it presents a unique opportunity for employers to reconnect with our employees and adjust how we traditionally support them. 

Remote working is experienced differently by every worker. For some, the shift to working from home has come as a relief and welcome surprise, as workers find that they can stay productive and highly effective. And for others who already worked from home, it’s been nice to have others walk in their shoes and to recognize that work-from-home employees often, in fact, work longer than those in the office, as it’s difficult to separate professional and personal time. 
 

Working from home is certainly out of routine for most of us, and can, therefore, create stress and anxiety. To add to these mental health pressures, workers also have enormous concerns about their physical health and that of their family members, are experiencing an almost-universal lack of social interaction, and in some parts of the world, are transitioning to the winter season. 

This makes it critical for employers to provide significant mental and behavioral support for employees right now. In fact, many of the strategies and tools that employers are trying on for size today will give shape to the workplace wellness offerings of the future. 

What follows are a few ways that employers can best support the mental health of their teams who are working remotely. 

Mental wellbeing has a significant impact on employee productivity as well as their overall health and performance—and workers notice when their employees don’t seem to prioritize mental health. One survey found that 57 percent of workers are more loyal, productive and take less time off when they feel their employers support their mental wellbeing. One way employers today can ensure their workers they’ve got their employees’ mental wellbeing in mind: Provide resources and programs that employees can leverage when they need to reset or take some time for themselves.

While we are no longer regularly in an office environment, it’s crucial to emphasize the feeling of continued collaboration and comradery among employees. Fortunately, in today’s environment, there are many tools, such as video chat, instant messenger, and of course, phone calls, that employees can use to stay connected. The trick is making sure to take the time to connect while also being respectful of each other and one another’s activities. Just like you wouldn’t barge into someone’s office, you don’t want to barge into someone’s virtual space unannounced. To best stay connected, employees can set up virtual watercooler chats or lunch gatherings—or even host virtual team challenges to further bond. 

Since employees are no longer commuting to the office each day, employers may want to consider encouraging them to leverage that time to explore virtual learning resources, whether shared directly by employers or discovered independently, to continue growing their skills and knowledge. Imagine the outcome if employees and leaders continue to utilize these tools once they return to the office.  

During the remainder of the COVID-19 outbreak and throughout the rest of the year, we can expect big shifts in how employers offer mental wellness benefits. For example, those companies that do not currently offer health reimbursements or mental health resources/tools for their employees to access through a telehealth module, are expected to reconsider and begin implementing them. 

Finally, it’s not just about what companies do for their employees but how they communicate about it. 

Melanie Tinto is the Chief Human Resources Officer at WEX. With more than 20 years of experience leading global talent acquisition and management for large, multi-billion-dollar corporations, Melanie has worked with companies such as Hewlett-Packard, Walmart, Bank of America and Cigna. At WEX, she is responsible for developing and executing human resources strategy in support of the company’s overall business plan and strategic direction, specifically in the areas of succession planning, talent management, organization and performance management, training and development, as well as compensation and benefits. Visit www.wexinc.com Connect Melanie Tinto Follow @WEXIncNews