As more businesses offer remote and hybrid working to attract and retain the brightest and best, it’s important to support and protect their mental health, says Nadia Alaee, head of people at Deel.
Remote working offers undeniable perks, such as avoiding time-consuming and stressful daily commutes, saving money, and added schedule flexibility.
However, if not managed correctly, the absence of daily office interactions can make remote workers feel lonely, affecting their mental wellbeing and work-life balance.
This presents a substantial challenge, according to Deloitte, with poor workplace mental health not only impacting the employee but also costing UK employers around £56 billion annually. A figure that has increased by 25 percent since 2019.
As businesses use remote and hybrid models, they must also actively support their employees’ mental health. Here are six key ways to do that.
1. Prioritise communication and connections
In a remote environment, it’s easy to feel disconnected, especially when the workforce is distributed over different time zones or time isn’t allocated to socialise outside of work-related meetings.
If regular one-to-one meetings with remote employees aren’t already in place, it’s advisable to schedule them, ideally weekly or bi-weekly. By scheduling regular team check-ins and video conferences, teams can maintain communication and connection, fostering a sense of unity despite physical distance.
2. Actively manage work-life balance
Technology ensures work is constantly accessible. This, however, often leaves remote workers feeling as though they’re always in work mode, exacerbating existing stress levels.
Encouraging remote employees to establish boundaries between work and personal life is essential. Managers can foster this by demonstrating trust in their employees and promoting limits on work expectations.
If you notice a colleague consistently working or sending emails after hours, it is important to check in to ensure they are not struggling to disconnect and experiencing increased stress.
3. Keep stress under control
Employees may work longer hours and take few breaks, with fewer connections and a higher risk of isolation, which can make it easier to slip into unhealthy behaviour patterns.
In the UK, 51 percent of long-term sick leave was due to stress, anxiety or depression. To combat this, it’s crucial to cultivate self-awareness and recognise the early signs of stress, whether it’s changes in sleep patterns or fluctuations in mood.
Regularly assessing workloads and commitments helps identify potential stressors, allowing for better prioritisation and goal-setting. Taking daily breaks for activities like deep breathing exercises or short walks can also provide much-needed respite and recharge energy levels.
4. A positive workplace culture
A supportive and inclusive workplace begins with the employer.
Encourage empathy, respect, and understanding among team members and co-workers to create a workplace environment where remote employees can thrive.
Collaboration and teamwork are critical components of such success. This can be achieved through virtual team initiatives, charity events or shared interest groups. All these types of activity help remote workers stay aligned with the company’s vision and provides a sense of belonging and camaraderie. Offering colleagues assistance and looking for ways to collaborate strengthens our bonds and achieves better results.
5. Development opportunities
Taking advantage of personal and professional development opportunities can significantly impact job satisfaction and mental health. Self-improvement has never been easier, thanks to the flexibility of remote work and the abundance of educational resources available online.
Encourage people to think about enrolling in online courses, webinars, or workshops tailored to their professional development goals, to expand their knowledge and skill sets.
Encourage people to seek feedback from mentors, supervisors, or colleagues to gain insight into their strengths and areas for improvement. This will help employees stay focused and accountable, ensuring they stay on track to achieve group objectives.
6. Empower future working teams
Working from home can be isolating. Promoting company culture through training sessions, team-building exercises and even dedicated ‘watercooler discussion’ time can bring significant engagement.
Managers, HR and colleagues can use this time to conduct informal check-ins, quizzes or even interactive games to boost employee engagement. This type of interaction can also help companies stay competitive by providing teams with the necessary skills and knowledge.
Employers should prioritise continuous learning, which improves individual capabilities and strengthens the organisation as a whole. Remote training opportunities specifically, can help employees to adapt to changing circumstances and contribute more effectively in hybrid work environments.
As we chart the course of work for the coming years, mental health is undoubtedly a fundamental pillar of productivity and innovation. The key is to recognise that success in the remote work framework is determined by more than just output quantity or process efficiency. Rather, it depends on the collective wellbeing and vitality of our teams.
