Creating a "New Normal" of Mental Wellbeing

In a post-COVID world, we have been on a quest to find a “new normal”, but it seems that, more often than not, our new normal is becoming one of isolation, anxiety, and burnout.

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While the freedom associated with #hybrid work environments is appealing, there is a severe risk to this lifestyle lurking just below the surface. This World Mental Health Day, we want you to take a moment to think about the impacts of your current working model on your mental health.

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"When we started working from home, for the most part, it seemed really nice until people realised the mental and psychological impacts of remote work." This is a recurring sentiment among respondents in a recent research project nlightencx. embarked upon into the impacts of hybrid and remote work on productivity in the financial services sector in South Africa.

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During this survey, 60% of respondents noticed increased mental wellness issues among their staff during this shift to the "new normal”. These results raise the question, are anxiety, depression, and burnout the new normal of our hybrid working environments? And how do we protect ourselves? While working from home might have some significant productivity benefits, it is at the cost of potential burnout of team members.

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One respondent noted, "Within our support staff, we have found far greater productivity, but to the detriment of burnout."

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"In an office, you are breaking between meetings, you are walking around, you are connecting with people. With remote work, it is not uncommon for people to take their devices with them when they go to the kitchen to make tea or even into the bathroom. They are always on."

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A study has found that while hybrid and remote work is often associated with increased productivity, it can lead to heightened stress levels. Guilt about not doing enough, pressure to prove oneself, fear of falling behind, or being perceived as less productive than other team members runs rampant. This leads to heightened anxiety, decreased satisfaction, depression, and burnout.

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Not only does this present a problem for staff, but leaders are more responsible for noticing the warning signs within their teams. "As leaders, we are challenged to find levels of support for our team. Leaders are struggling. It is hard enough to manage a bottom line, and even harder in a South African context, and then you have the additional task of supporting your people."

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Team leaders have to deal with a lot of the human fall-out surrounding remote working, and a lot needs to be done to raise awareness and have conversations. It is essential to break the associated stigma and shame to address mental wellness issues posed by the hybrid space.

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We need to get into a space that allows our teams to discuss their struggles. Jobs are tough, the times we live in are tough, and we feel that if we present as weak or unable to cope, somebody will question our ability to function, and our jobs will be at risk.

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Organisations have implemented many initiatives, programmes, policies, and even technology to enable leaders and team members to find support, but nothing helps as much as genuine human connection.

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Connecting with your team in person creates a safe space where these issues can be addressed. Remote work, while synonymous with freedom, also brings a sense of isolation. A lack of social connection can lead to loneliness and disconnection.

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A lot can be hidden on Microsoft Teams - how many times have you blamed load-shedding for not switching your camera on when you have been having a terrible day? People will always find a way to hide to protect themselves, but if they meet you in person, it is much easier to see the signs, read the body language, and offer greatly needed-help.

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Justine Jackson-Fraser , founder of Psychology At Work , believes that for the hybrid workspace to be the best of both rather than the worst of both environments, we must make a few changes.

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1. Set Boundaries Around Your Down Time.

The leaders must respect working hours to avoid a situation where a team member feels like they are always on. Remember, boundaries are there to protect things that are important to you – the same way you have a wall around your home or a fence around a flowerbed to stop people from trampling on the flowers – you should place a good boundary around your personal life.

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2. Collaboration and Connection are Key!

On those rare occasions when we are together in an office. Rather than people just coming in and then sitting with earphones on and mic’ed into Teams meetings, the office needs to be a space of connection and purpose. Make sure that when your people are together, you are connecting with each other face-to-face.

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3. Keep Teams Meetings Short, Sweet, and to the Point.

A Microsoft Teams meeting that goes on for eternity is enough to frustrate the most patient of people. Stick to an agenda and encourage collaboration. Make sure you look into using breakaway rooms rather than just having the same one or two people speaking all the time.

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4. Evaluate the Effectiveness of Training for the Online Space.

Too often, online training is bought, paid for, and attended without maximum value because participants are not focused and continue on other background work. While remote workers need to be trained, rather find a way to do in-person training and workshops to build morale.

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While the executive committees and leadership of the organisation need to consider the above carefully, there are some practical tips for staff to ensure their own mental well-being.

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"Essentially, we are all responsible for our own mental health, recovering from stressful events and coming up with our own customised solutions for stress and burnout," Justine believes.?

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"We must ask ourselves some questions. What is it that will help us individually? Do we need to eat better and sleep better? Exercise more? Do we need to spend time outside with loved ones, walk barefoot, or do more things that give us joy? Sometimes, we just need to take a long bath."

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Ultimately, as we continue to adapt, we must ensure our new normal is not a normal of anxiety-ridden isolation with porous boundaries. Our normal should be one of collaboration and connection, with ample support, empathy, and healthy boundaries put into place.