“Mental pain is less dramatic than physical pain, but it is more common and also more hard to bear. The frequent attempt to conceal mental pain increase the burden: It is easier to say "My tooth is aching" than to say "My heart is broken".” – C.S. Lewis
The month of May marks Mental Health Awareness Month around the world – a time for highlighting the key battles we have yet to fight in the war against the stigmatisation of mental health issues. A recent study by VHI revealed that almost 70% of Irish corporate employees admit to needing to look after their mental wellness more effectively, and 1 in 5 have missed work due to anxiety, depression or stress in the past year.
It is always advisable to seek the advice of a professional if you have concerns about your mental health. However, there are small, yet effective, measures you can take to improve your wellbeing in the workplace that can spread into your personal life in a positive, affirming way.
Sir Ken Robinson noted in his keynote speech at Sigmar’s Talent Summit 2018 that, although the invention of emails was promised to save us time, we have since found that, if anything, we are less and less able to leave work behind in the workplace. It is now part of most people’s routines to check their phones first thing in the morning and reply to work-related emails before leaving home, always thinking about what needs to be done that day.
It’s important that you ‘work smart, not long.’ This means actively leaving work behind in the office, working efficiently during the day so you don’t feel compelled to continue with it after hours. If the quantity of work you are being expected to complete within working hours is too much to do so successfully, be sure to speak up and discuss the manageability of your workload with your supervisor. Communication is key – they’re going to keep piling on the work as long you stay quiet about how overwhelmed you are, so make sure you speak up and be heard before it becomes too much to handle. Employers won’t know where the pressure lies unless you tell them.
If you’re unsure of how much your work life spills over into your personal life, why don’t you try keeping a log for a month? Jot down in a diary how many hours you work every day – not just when you’re sitting at your desk, but when you’re thinking about work at home, composing emails and returning calls out of hours. It may build a more objectively troubling picture than you can see currently from the inside.
Make The Most Of Your Breaks
Don’t be afraid to make the most of the breaks you are allotted at work. Once you’re on a roll, it’s tempting to power through lunchtime and eat at your desk, one eye always on your computer screen. Try and avoid doing this when you can. Take a walk, practise mindfulness or meditation, experience new places to eat, socialise with co-workers or friends who work nearby.
“But I don’t have time to meditate!” I hear you exclaim.
Yes, you do! ‘Meditation’ is not always synonymous with pulling on yoga pants, lighting up a stick of incense and adopting the lotus position. You can meditate absolutely anywhere – in a local park, at a café…even sitting at your desk! If you’re not confident leading your own meditation, you can find five-minute guided sessions free online, like this one here. There are also some great customisable apps you can get on your phone, such as Timer and Headspace.
It is impossible to overvalue the importance of taking time to relax, clear your head and focus on your own wellbeing. You’ll find this re-energises you for the day ahead, as well as provide an invaluable opportunity to assess your current state of mind and mentally address any emotional concerns or anxieties. You may also be pleasantly surprised at how easily solutions pop into your head when you take just a few minutes to collect your thoughts.
This one works both ways for employers as well as employees. Communication is the key to destigmatising conversations about mental health. In his TEDx talk on workplace mental health, Tom Oxley says ‘you don’t make people unwell by talking about mental health – you give them the opportunity to speak out sooner’. There’s a flawed unspoken terror that speaking out about mental illness will somehow worsen the problem, as if it’s contagious or something you can conjure up into existence within your own mind. The reality is that many sufferers don’t feel able to speak up due to the prejudice surrounding their condition, and the fear that their workplace would not be supportive of them if they did so.
The best way an employer can foster an atmosphere of positivity, health and wellbeing is to ensure that their workers know that they are free to talk openly about any feelings of stress, anxiety or depression and won’t face indirect penalisation for doing so. The first reaction of many employers is to offer a struggling staff member limited time off to recover, then expect them to return to work and continue as usual. While time off may be a solution for some employees, bosses should also consider the advantages of offering flexible working hours to affected workers. Tom Oxley strongly advocates for good communication practices between employers and employees to ensure that no one ever feels alienated from their place of work, and that anxieties don’t build up over time into uncontrollable crises.
In turn, employees should communicate to their employers about their feelings on mental health in the workplace, as far as they feel comfortable to do so. Being transparent about how you’re feeling and what you need from your job to help you recover will give your boss the tools to help you in the way that’s most beneficial for you. If you are worried that taking time off would only serve to isolate you from the company, voice that concern. Your employer should want to get the very best out of you – they hired you for a reason. It’s in their interest to give you the support you need.
Create a healthy routine
Studies have consistently proven a strong link between mental health and physical health, and specialists are adamant that one of the best ways to maintain good mental wellbeing is to look after your physical welfare.
Your job may be intellectually demanding, with long hours and difficult tasks you have to tackle each day, taking a toll on your mental health. This also likely means your job is sedentary. Indeed, scientists have connected the rise in global obesity to the increasing number of jobs that don’t require any form of physical activity. You may be hard pressed to find the time to exercise during a busy work week, but it’s important you look after your body – it will only beneficially impact your mental wellbeing. Take a stroll during your lunchbreak, do 30 mins of yoga before work, or even try training for a half marathon over the course of a few months. Be sure to stock up your desk drawer with nutritious snacks rather than sugary ones, such as nuts, fruit and protein bars. Snacknation has published an extensive list of delicious office snack ideas if you’re dry on inspiration.
These are just a few ways you can work to ensure your mental wellbeing in the workplace, which will in turn hopefully boost your productivity, energy and, ultimately, happiness. While mental health is something we can’t always necessarily control, we can impact the way in which we talk about it, breaking down the harmful social barriers that currently thwart constructive discussions on preventative measures.
Posted by Susannah Hunt on 30 May 2019
Working From Home Hub
Working From Home Hub
Visit our Working from Home Hub to check out content we have put together to support remote workers and Managers now working from home - blogs, video content, training modules, podcasts and other resources. The hub has lots of great info and supports for: Working form home, Managing staff remotely, Wellness at Home Talent Summit Series on working in this new normal Access to free online courses to upskill Netflix recommendations Check it out at https://www.workingfromhomehub.com
Talent Summit Podcast Series
Talent Summit Podcast Series
We’ve invited some of Talent Summit’s most popular keynote speakers and special guests back to base camp to share their insights, expertise and thought leadership, as the working world experiences decades of transformation each passing week. This six-part series explores how HR leaders can positively effect business continuity in the short term, grow market share in the medium term and enhance the working lives of our people in the long term. Hear from world class thought leaders from NASA, AON, Simon Sinek Inc, Shopify, Just Eat, Ding and world renowned TED speakers Margaret Heffernan and Patty McCord. You can watch the videos here or check out the podcasts below: Sigmar Recruitment · Talent Summit Back to Base Camp
Managing a Remote Workforce
Managing a Remote Workforce
In light of COVID-19, many companies have unexpectedly asked a large cohort of their employees to work from home. Without time to prepare for this, leaders, whose teams normally share an office and who now have been thrown into working from home, have been presented with a host of new challenges. How can one lead effectively when employees are greeting each other with instant messages than face to face interactions? When meetings are held via Microsoft Teams rather than in-person? Read on for our advice for managing a remote workforce. Clarity of goals, expectations, guidelines First and foremost, leaders need to prioritise the setting of clear boundaries and guidelines. At its most basic this involves setting clear expectations for work hours, availability, communication methods, meetings, key projects and deadlines, and responding to emails. For example, “We use video conferencing for our daily check-in meetings, but we use instant messenger/chat when something is urgent”. After this you need to convey what is success. Don’t worry so much about what is being done, concentrate on what is being accomplished. If we are meeting goals, great! If not, then we need to look further into what is being done. Everyone has a different idea of what doing something “quickly” or “well” means. Whether showing examples of what you expect to be done, an overview of how you schedule your day etc. make sure you set clear expectations from those you work with. And finally, use this time as an opportunity to re-clarify the basics in order to ensure everyone understands their role and how each person contributes to team objectives. Clarifying and re-clarifying goals will help people understand what is expected of them. Over communicate While communication is always essential for leaders, it becomes even more essential when your team is working remotely. A challenge experienced by many when transitioning from in-office work to remote work is the feeling of disconnection and isolation which hinders an employee’s engagement and productivity. Given the current environment and people’s anxiety surrounding COVID-19, this feeling of disconnect and loneliness is probably heightened. Therefore, it is important that you over-communicate with your employees. Your staff members are probably used to talking to you every day so make sure you regularly check-in. This could be a daily series of one-on-one video calls if your employees work more independently of each other or a team video call if their work is collaborative, or a mix of both. The important aspect is that these calls are a regular feature and that employees know that they have an opportunity to discuss any concerns or ask questions. Embrace video conferencing and have regular team meetings and continue to foster team morale by taking the time at the start of each meeting for general chat such as asking about people’s weekends, how they are feeling etc. Trust Being thrust into a remote working environment, as a manger it can be tempting to micromanage. However, doing so will only make your employees feel like you don’t trust them and impact their engagement and productivity. After you have set clear expectations, you must have faith in the employee that they will get the job done. Being trusted to get things done is a big motivator for people. Finally, as it’s been an abrupt shift to remote work for many, it is important for managers to acknowledge that this transition might be difficult for employees. Listen to your employees’ anxieties and concerns and offer them encouragement and support.
Keeping Company Culture Alive Across a Remote Workforce
Keeping Company Culture Alive Across a Remote Workforce
With the majority of our teams now working remotely, the challenges of creating and maintaining company culture are evident. Technology can’t replace what the workplace provides: community, camaraderie and shared purpose. Now, more than ever, maintaining culture matters. Here are some ideas on instilling company culture across remote employees: 1. Connect Back to Your Values & Purpose For many of our staff currently, working remotely has been unexpected and in the face of a global health crisis, many are at a loss for what to do. For some work may feel insignificant now, so as their manager this is your time to help employees find meaning and reconnect back to your company’s values and purpose. While you may not be a company at the frontline, you still have a positive impact on people’s lives. Remind your employees of how their contributions add up to something much bigger and that we are all in this together! 2. Communication is Key Communication within divisions, one to one, social gatherings, company updates, all need to be consistent. This maintains relationships and promotes inclusivity. Create an open and transparent communication policy. This allows people to be themselves and feel comfortable reaching out via online chat platforms. Set expectations on communication methods. Where do meetings take place? What tool is for social sharing? Finally, you need to put an emphasis on positivity in your written communication. With the absence of face to face interactions in virtual conversations, it is easy for tone to be interpreted negatively so you need to be extra careful to be positive. 3. Mimic the Water Cooler Effect As mentioned, many of our staff are currently missing the day-to-day work interactions they have with their colleagues. Therefore, assign a platform where team members can live chat, share files, post photos and collaborate throughout the day to mimic everyday office life. This can be where some of the best ideas and knowledge can be shared yet at the same time promotes inclusivity and the sense of “team”. 4. Trust In a remote team, there aren't any silly rules about being in your seat during certain hours of the day. This means at the end of the week you either have something to show for your week or not. This means you trust that your teammates are getting something done. But also, that your teammates trust you. To earn that trust you want to make sure you have something to show for your work each week. 5. Focus on Health & Wellbeing In the midst of a global pandemic, now is not the time to forget about your wellness programme when stress and anxiety is elevated. Make sure to check in with remote employees that they are taking breaks, finishing on time, and are maintaining a healthy work-life balance. Make online workouts available to your employees allowing them to take part in physical activity. Perhaps set a company challenge such as a step challenge to get employees engaged in physical activity and as a plus networking with colleagues. For those struggling with sleep or anxiety, provide access to meditation or breathing courses. And to look after financial wellbeing consider organising webinars on topics such as managing a household budget, how your pension works, setting financial goals etc. 6. Rituals and Traditions Creating traditions with your team members, regardless of how often they happen, helps keep teams cohesive and encourages open communication and trust. Before you were thrown into the digital remote working world, undoubtedly you had traditions in place for how promotions, achievements and even birthdays were recognised. To keep spirits up, it’s crucial you keep celebrating these milestones. 7. Ask for Feedback Finally, the introduction to remote working has been unprecedented for many of us. Therefore, ask employees for honest feedback and suggestions. Use a pulse survey to get real data on this. "You don’t need everyone physically together to create a strong culture. The best cultures derive from actions people actually take.” Jason Fried and David Heinemeier Hansson, Authors of Remote