There are many risk factors for mental health that may be present in the working environment. Most risks relate to interactions between type of work, the organizational and managerial environment, the skills and competencies of employees, and the support available for employees to carry out their work. For example, a person may have the skills to complete tasks, but they may have too few resources to do what is required, or there may be unsupportive managerial or organizational practices.
As a business leader at a time like this, I believe it is important to appreciate just how dramatically workers’ lives have just changed. Digital technology can be a lifeline for workers and not just an aid to productivity and presence. Being able to work helps people develop a sense of routine and connectedness, both of which can have a positive effect on their mental health. There are things you can encourage your workers to do that will help with stress and mental well being, and you can do them proactively.
Managers of remote teams do all the same things in-office managers do: Remote staffing companies in India facilitate onboarding, performance reviews, weekly check ins, and more. We just do them a little differently as such professional employer organizations in India helping many companies globally. Many suggests to use the video calls to keep up face time with their team members, but managing employees who work from home 100% of the time takes more strategic thinking and intentional planning than simply recreating in office scenarios in a virtual world.
How to support staff mental health when working from home:
Have right tools
An important aspect of successfully managing remote employees working is to make all necessary tools easily accessible as they needed them. To meet that need, leaders and teams members may have to puzzle through what should be put in place to ease a telecommuting transition. In remote working employees needs the same access with the ease to things utilized in the on site.
Ask for help
None of us are superhuman. We all sometimes get tired or overwhelmed by how we feel or when things do not go to plan. Your employer may have an employee assistance programme. These services are confidential and can be accessed free and without work finding out. You may also be able to access occupational health support through your line manager or HR recruitment services.
Be ready to help
If you do notice an employee behaving differently, do not hesitate to ask them if everything is alright. Even if they tell you they are fine, remind them that you are there to help and that they have access to assistive resources.
Conversations keep going
It is equally important to build in regular face time as a whole team as it is to create those 1:1 moments. You will find that the frequency of meetings needed will ebb and flow. In times of crisis, your remote team might be craving more frequent interaction, while they might prefer fewer meetings when deadlines loom or work is flowing well. Since flexibility is one of the best parts of remote working, do not be afraid to change up the cadence to suit your team’s preferences.
Working schedules and boundaries
It is important to be explicit about when your day starts and ends in order to set the precedence around work boundaries. Remember, just because you are working from home does not mean your employer can access you around the clock. The regular workday still applies, so colleagues should respect when you end your day virtually and log off, the same way as when you leave the office premise.
Activities do not need to be anything big. They can be as simple as everyone posting some articles and reading the same article and sharing their thoughts on that, attending a webinar session to improve the remote working productivity, starting a book club, or participating in a weekly meditation as a team.