Looking specifically at the emotional impact it could have on those who are suddenly having to work in this way until offices are reopened opens up a new set of challenges.Employees are developing guidelines and ensuring that sick pay will be paid – but for working parents, there seems to be little relief for those planning for school closures, and for the self-employed there is no sick pay – many won’t be able to work or maintain their livelihood – a concern to many of the UK’s 5m who work for themselves. Some groups, like community project Leapers, are looking to tackle these more emotional aspects of the pandemic. Leapers has developed a guide for teams who might forced to work from home, tips and ideas of how to “work well” with a focus on maintaining positive mental health under challenging circumstances. “Many freelancers deal with isolation and working from home every day, so we have plenty of experience of what is needed to work well when working remotely,” Matthew Knight, founder of the project supporting the mental health of the self-employed, explains. “Fortunately, for many who might be under quarantine, 14 days is not forever – but isolation can very quickly set in, so we’re encouraging everyone to prepare for working remotely, not wait until it happens”. Other groups who focus on remote working are joining together behind the hashtag #remoteagainstcoronavirus – encouraging everyone to share their tools, tips, techniques and support businesses to take steps towards remote working sooner rather than later, such as remote agency Hoxby Collective, and Mind have published guidance on maintaining good mental health under stress during infectious outbreaks such as COVID-19. There are plenty of negatives to working from home, says David Price, workplace wellbeing expert and CEO of Health Assured. “Sometimes it becomes difficult to separate your work life from your home life, especially when they both take place in the same area. It can get a bit lonely, without the commute and your co-workers around you. And you might find yourself becoming far less active—especially for the conscientious among you who walk or cycle every morning,” he says. But, of course, there are positive among the gloom. Remote workers are often more productive, more engaged (with lower levels of absenteeism) and more loyal—in fact, 54% of quizzed workers say they would change jobs for one which offered more flexibility.
How to stay mentally balanced as a remote workerSo, what can you do to keep yourself sane and healthy if you’re sent home to work at short notice?
- Draw a line between work and home. It’s more straightforward than it sounds, says Price. Make sure you have a dedicated area where you do work, and nothing else even if it’s just a corner of a kitchen table. Treat this as your office for now, and take regular breaks.
- Stick to your hours. It can be tempting to set Slack to busy and start work a little later—or to keep burning through your tasks throughout the evening. This is counterproductive—best practice dictates that you ought to keep to your regular hours. No-one is expecting you to work more (or less!) while you’re at home.
- Keep yourself positive. Take advantage of being at home to set the mood. You don’t even have to wear pants if you don’t want to (but you probably should!) Make that nice coffee you keep as a treat, listen to the music no one else in the office likes, burn some incense, keep the thermostat at the perfect temperature.
- Eat, exercise, sleep. According to Knight, physical health is intertwined with mental health, make sure you’re getting good rest, eating well, and find exercises you can do from home.
- Schedule in socials. Put some time in the day where you’re catching up with others about non-work topics, just as you would as work. Share a cup of tea with someone via a video call, or just pick up the phone, don’t rely upon only typing and texting.
How to stay mentally balanced as an employer working remotelyIf you’re an employer who is unused to remote work, it can feel a little daunting letting your people off the leash. Here are a few ways to support and care for your employees:
- Get Ready. Don’t wait for it to be necessary, prepare your technology and teams for remote working now, give it a trial run and make sure you’ve discussed how your teams will communicate.
- Use technology to keep office morale up. Set up a Slack or Discord channel, use Microsoft Teams or even get a WhatsApp group together so everyone can stay in touch in real-time.
- Communicate. Stay in touch and talk regularly. Check-in at least once every hour—not in a snooping or invasive way, literally ask how people are doing, and if you can help. Companies need to check in on their teams at home, and individuals need to check in with their colleagues, and for those who are struggling, share how you’re feeling, talking about the stresses really helps.
- Encourage people to work within the hours they should. If you see someone online beavering away at 7 pm, make sure they understand that they’re not expected to.
- Reward and reassure people. Make sure they know that they’re just as valued wherever they might be.
Free mental wellbeing programmesRealising the power of cloud technologies and communication platforms at times like this, tech firms around the world are stepping up support for the business community. 87%, a digital platform dedicated to managing and improving mental wellbeing in the workplace, has pledged today to support Britain’s small business community by providing free access to its mental health platform. Its shareholders have advanced it dedicated funds so it can offer any company, with between 1 and 100 employees, free access to the 87% platform until the end of June 2020. The rapid spread of COVID-19 worldwide is creating unprecedented levels of uncertainty and change in both business and personal lives. This is already having materially adverse effects on mental health. 87% is in essence a team of experts in psychology, technology and business focused on improving mental wellbeing in the workforce whilst maintaining the absolute privacy and trust of the employee. The benefits from using the platform accrue not only directly to employees (in terms of better understanding and wellbeing resilience) but also to the company sponsor through improved employee engagement, productivity, reduced business costs and the creation of a more sustainable business culture.
In light of this global crisis, 87% is offering any business based in the UK, with between 1 and 100 employees free access for its employees to the 87% platform until the end of June 2020, with no further obligation.The crisis situation will be assessed at the end of this period and an extension may be offered dependent on circumstances. Employees will gain full access to the 87% app with a comprehensive feature set, daily interactions, weekly mental fitness bulletins and podcast series. The 87% platform can provide the employer with an insight dashboard and can be integrated with existing mental wellbeing products and initiatives such as EAP, MHFA and current healthcare providers to create a one-stop-shop for employee wellbeing. “These are worrying times for us all and 87% is doing its bit to help,” says CEO Andy Bibby. “Smaller businesses are undoubtedly going to be suffering more than most during this time of uncertainty yet care for their employees equally. if we can use our platform and combined skills to help, then we will of course, do so. We all have a responsibility to work together to support our economy, society and each other today, and in the future.” To get free access to the 87% app, companies will need to go through a simple approval process. To apply please visit https://www.87percent.co.uk/covid-19
Employment statistics: Cause for concern?
“The threat from COVID-19 is an opportunity for businesses to show real character and a commitment to their staff that could prove invaluable in the long term.”
“Businesses need to be completely transparent with their staff about the decisions they are making as part of their management of the pandemic.”
“Making employees aware of mental health first aiders, Employee Assistance Programmes and other help is a good first step to making sure that support is not only provided but accessible, too.”
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