5 Top Tips to manage the fear of returning to work

For many, the idea of going back to work fills them with horror. After five months of living on a daily diet of reported deaths and increasing infections in the broader community, we're all rightfully cautious and fearful of returning to work.

Humans by nature, have an inbuilt survival instinct to alert us to potential threats and harm. Our brains have a default mechanism to be vigilant and keep us safe. Hence, the good news is being fearful will ultimately prevent the spread of COVID-19.

Returning to the workplace will be a joy to some and a nightmare to others. For those who are uncertain about returning, the fear of catching coronavirus will increase anxiety levels and stress. Anxiety UK has described the term 'coronaphobia' as 'the fear of returning to normality once lockdown is relieved'.

Feeling a heightened sense of anxiety about returning to work is ‘normal’, and part of the journey to normality. Business leaders can ease the transition back to work by recognising their team will experience a certain level of coronaphobia. Signs of coronaphobia include fear, being more withdrawn, or anger. 

Tips to reduce anxiety in the workplace

1. Take the time to understand how your team feels. Have one-to-one conversations with each team member and;

1. Find out how they are and how they've managed during the lockdown.
2. What are their thoughts about returning to work?
3. What are they looking forward to?
4. What are they most worried about?
5. What can be done to improve their safety at work?

How can we do this? Being sensitive to your team and showing you care about their needs will go a long way to reducing stress and anxiety and build trust.

2. Create a COVID Committee and nominate a COVID Champion

Reducing ‘coronaphobia’ requires a reduction in fear. Establishing a COVID-19 Committee and nominating a COVID Champion (First Response Officer). 

The committee is responsible for identifying areas of concern (by doing a risk assessment), making the suggested changes, deciding who will implement the changes, deciding who will monitor the changes and what to do if symptoms of COVID-19 present in the workplace.

Employees will feel more valued and empowered if they have a say in the safety of their workplace. They will also be more motivated to follow the new procedures if they have suggested them.

3. Flexible working. 

If possible, allow anxious employees to ease their way back to work either one or two days a week which slowly builds up confidence.

When an anxious employee sees safety measures are in place, and other team members are returning to ‘normal’ they will slowly start to relax. People tend to monitor the behaviour of those around them to assess what constitutes normal behaviour. The theory of social proof states 'We tend to believe behaviour is correct in a given situation to the degree that we see others performing it.' (Influence, The Psychology of Persuasion, Robert Cialdini). Being sensitive and patient with these employees is paramount. If safety measures haven't been implemented, it will create more damage and unwillingness to return to work.

4. Stay up to date and in control.

Stay up to date on the latest government guidelines and provide staff with a COVID-19 policy outlining what the company’s rules and expectations are to keep everyone safe. Post the policy on a noticeboard for everyone to see. Walk staff through what will happen if COVID is suspected and what the next steps should be. It's best to try and avoid silence and fear in the workplace at all costs.

Employees will respond more positively to an authority figure they respect, who has clearly outlined what steps to take. We are trained from birth to obey proper authority; it’s far more convenient to obey automatically than challenge and think.

5. Build trust

To improve trustworthiness, be honest when you don't know the answer, be transparent if someone is suspected of COVID and take all concerns seriously. Be consistent in your response with all team members. If you take and record temperatures every day, at the end of the week, send a bulletin confirming no one has had a temperature, or if they did confirm the person was sent home. Scientific research shows greater trust and liking leads to greater influence compliance.

Managing the mental health and wellbeing of your team can be significantly improved by following a few simple rules of human nature. Take control and understand what is required, demonstrate you care about your employees and allow them to help you make a safe work environment. Employee morale will increase, and anxiety will decline when employees trust in the new work environment they have helped to create.

This post first appeared on the Inspire Empower Unite COVID-19 Practical Guides and Resources at https://inspireempowerunite.com/covid-19-practical-guides-and-free-resources