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Mental Health

The Light At The End Of The Tunnel: Mental Health Beyond the Pandemic

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Crises tend to reveal areas that have been neglected and require improvement, which gaps need to be filled and what needs to be prioritized. The mandatory quarantine for COVID-19 has enlightened the corporate flaws that affect mental health and offer businesses the opportunity for growth. This pandemic’s silver-lining takes form in focusing on employee-health which directly influences general productivity, work ethic, and daily output. Using this outbreak as a catalyst for future growth and a foundation for setting amended goals for employee-life will be a productive part of the new work-from-home dynamic.

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The mandatory quarantine, in some cases, equated to some of us feeling obsolete and stuck at home. This highlights the flaws of the traditional office lifestyle and its causal link to mental health two-fold: firstly, in the unpreparedness in the face of change and secondly, in the faults of hustle-culture that exists in most corporate lexicons. Luckily, there’s a reformation to look forward if acted up accordingly. Businesses are cultivating a reformation of work culture, expectation, and policy in this seeming ‘down-time’ to improve workplace conditions and employee-adaptability. We’ve assembled some tips for creating positive change in any work dynamic below:

Prioritize Immediate Health Concerns

As the first step was to physically distance employees and devise a work-from-home policy, the second step is to check-in. Create a communicative structure that allows employees to share any concerns or worries. As the current pandemic is a fearful and confusing time, every level of operations feels weak, threatened, or overwhelmed. And with remote work posing new challenges for employees, design a two-way collaborative space where everyone can voice an area of improvement. To learn more about mental health, read here.

Notice where and why employees may feel overwhelmed or lack the proper resources they may require to produce better work. Encourage employees to share work issues as well as anything that negatively affects their work process. Parents might now have to work different hours, others struggling with anxiety may be exposed to more triggers, while others may have resourceful ideas that can improve your current work-from-home procedure. For best practice, addressing mental health concerns at its early stages can prevent burnout, increase output and even physical well-being.

Open Communication For Transparency

To develop the appropriate practical steps during physical isolation, constantly communicate any pros or cons. Coping with stress is best when it isn’t internalized, especially in quarantine where loneliness is felt at an all-time high. Having a community or designating teams that take a designated amount of time each week to openly communicate their feelings in relation to mental-state or work quality.

Even providing your employees with an outlet for release can make a tremendous difference. As staff are used to chatting with cohorts, meeting up for coffee, group projects, and other interactive human activities, mimicking that on a digital landscape will ease its temporary lack.

Be Resourceful

A pandemic is a problem bigger than us as individuals, but working together will make your team resourceful and optimized. As the workplace is now home and the office is any empty room, using digital resources to share, improve, and rectify information or work processes is the most-efficient platform. Downloading apps that restrict irrelevant internet-browsing and carving out time to share funny memes is a way to find a work and home life balance.

The Internet is also as a mental health resource. Reading and researching ways to use this transitional time efficiently or looking for healthy tips, such as this, to help ease any grievance works in every employees favour. Of course, encourage employees to avoid too much consumption of sensationalist media coverage and to keep triggering amounts of news at a minimum.  

Act Short-Term, Think Long-Term: A Group Effort

In crises moments, thinking about the now is of main concern, but use it as a catapult for future success. Ask what you, your directors, and the rest of your teams would need in the long-run to improve workplace health and change management procedures. Every action, policy, and cultural shift is an investment in future endeavours and concern the quality of operations on every level.

Developing a company culture that knows how to flourish in times of stress, change, or ambiguity improves the immune-system of the entire company and requires participation on every level. Success is in everyone’s best interest and this collaboration will strengthen the efficacy of your business during the most trying times. Seeking longevity through immediate action can be done through any facet, especially for helping the ones that take the biggest hit.

 

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Darwyne Lang

Darwyne Lang

Darwyne is the president and CEO of Apri Insurance Services Inc. Having worked in the industry for over 30 years, he lives the benefits business every day. He is a Chartered Life Underwriter (CLU). He understand the needs, costs, misconceptions, and effects on brand and culture, and the importance of benefits for employees. No matter what he’s doing, whether for work or pleasure, Darwyne competes at a very high level. He loves to lead and innovate in everything he does.

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