How to look after your employee’s health and wellbeing whilst working from home?

Whilst we all take time to adjust to the new normal we need to remember that all our employees are individuals with different personal and financial situations.

Rapid changes, can lead to uncertainty, and new challenges. This can increase underlying mental health conditions, and contribute to new health issues. For some employees the new home working may be beneficial, reducing their commute and allowing them to spend more time at home. For others the pressure of not having a work space or a trying to manage work demands and home school may start taking its toll.

Stress management is key to maintaining a health workforce.

Stress can build up over a period of time. Due to the Government restrictions during the lock down, many coping strategies were removed from employees. Some employees use exercise to unwind and rebalance, others find pleasure in friends, family, going to the theatre or hobbies amongst other things. Some employees they have embraced the changes to Government policy which has allowed them to live their normal lives, for other employees though, they are struggles to engage or find the motivation to do the activities they used to enjoy or they are struggling with the changes with their employeemnt.  We need to be mindful, for many employees these mental health wellness tool boxes can`t be utilised to increase their resilience. This may cause a deterioration in their mental health and wellbeing.

When acute or reactional stress becomes problematic, many individuals experience physical symptoms of stress, which often increase anxiety, as the body does not recognise the physical symptoms. So what can we do as employers to support our employees?

• Communication is vital. If you usually checked in with your colleagues face to face, do it virtually.
• Ensure all staff have the skills they need to be able to perform their role. Use online training and learn new skills, many are available online.
• Encourage employees to have a routine, with regular set breaks, finishing at an appropriate time.
• Provide clear realistic tasks for the day.
• Encourage breaks in natural lights away from the computer.
• Try and encourage and motivate staff to engage in regular exercise, within social distancing guidelines.
• Clear work things away at the end of the day. Encourage a separate from work and personal time.
• Take time to get to know your staff. Knowing your employees helps identify those who may struggle. Those who have children, are likely to be required to home school. How does this fit with work? A routine, or a realistic agreement is likely to benefit all.
• Respect home and work boundaries. Encourage staff to do, so to.
• Explore, promote and utilise the support available. Ensure that the EAP is widely known about and encourage staff to contact the services. Create an inclusive culture, involving staff in any change processes within the business.
• Prioritise communication within the business to encourage staff engagement.
• We would recommend that management consider long term health conditions, physical and psychological. Some employees may require reasonable adjustments under the Equality Act 2010. Temporary, medium or long term adjustments maybe required.

Please feel free to get in touch, if York OHS can help assist in way.