The Fix: Support wellbeing at work

Whether it’s work-related pressure or anxiety, burnout or loneliness, too many policies or not enough workers, the on-again, off-again effects of the pandemic still have us feeling stressed and pressed. And it's not just impacting our work — it’s affecting our wellbeing.

A recent?study?by Mind Share Partners,?in partnership with Qualtrics and SAP, showed a decline in the mental health of nearly half of respondents since the onset of the pandemic.?Nationwide, almost?half of Americans report the coronavirus is harming their mental health, according to?a Kaiser Family Foundation poll.?

While treatment of serious mental health concerns should be left to trained professionals, there are steps that every leader can take to alleviate the pandemic’s toll on the overall?wellbeing of their employees. Alone or in tandem, these practices can provide a much-needed lift to the many people still experiencing heightened fears about their emotional and even physical health.?

Make your communication high-touch.

Whether people are back in the office or still working remotely, it’s crucial that managers stay visible?by communicating with frequency and intention.?By maintaining regular contact with employees, leaders can spot signs of emotional wear-and-tear before they become more pronounced. More importantly, dedicating time and resources to these check-ins sends a clear message to people that their emotional health matters.?

Don’t think you have the time to for wellbeing check-ins? For busy clients, I’ve recommended a “15-2-1” approach: Spend 15 minutes once a week talking to two members of your team. Making these conversations ritualized and routine eases some of the discomfort and stigma that may arise when discussing mental health?(“This doesn’t apply to me” or “I’m doing fine, why bother?”) and can yield positive, business-oriented results for managers and employees alike.?

High-touch communication doesn't need to pass a high bar. It comes down to asking some basic questions and then genuinely listening to the answers:

• Do you feel like you have enough time to get your work done in a reasonable manner?
• How do you feel at the start and end of your day?
• Are you finding ways to stay connected to the team??

Help others reframe and refocus.

Researchers have demonstrated the restorative effects of reframing, the act of altering our view of people and events. According to one?study, individuals who suffered setbacks but then envisioned a?brighter future through “prospective writing” experienced a sense of post-traumatic growth. (More on that in the research round-up below.) Other?studies have shown that individuals coped better with significant life changes when they actively focused on their core values and beliefs.?

These reframing techniques aren't hacks or work-arounds. They're are powerful frameworks for helping your employees gain control over fears (both real and imagined) by enlisting the support of those closest to them. Leaders can play a pivotal role in facilitating this process by making offers of compassion, concern and commitment. Sometimes all it takes is the reassurance that someone's there to help.

Become a better noticer.

People who are struggling with their wellbeing often show signs of distress. Early indicators include changes in behavior and mood, as well as nonverbal cues like alienating body language and social withdrawal.

If you’re being a good noticer, you’ll pick up on these cues before they become severe. Does it seem your coworker is acting overly passive, worried or tense? Does he or she avoid group gatherings, whether they’re in person or virtual? Are they showing obvious signs of fatigue, irritability or nervousness?

For leaders, paying attention pays off: Researchers have found that people volunteer less information and speak less articulately when talking to inattentive bosses, but provide more relevant and detailed information to attentive bosses — even without them having to ask for it! Before we can help others, we have to see them first.

We’re still living in an age of unpredictability, and that’s sure to keep people on edge. But no matter the circumstances, leaders should prioritize the wellbeing of others as a matter of sound practice. We can achieve a higher order of purpose when we help others experience a deeper sense of wholeness.

Research round-up:

• Mind over matter: Reappraisal can change our response to stress
• Prospection: Changing our view of the future can change our future
• What you're getting wrong about burnout
• The pademic's lasting toll on mental health

Dr. Joe Hirsch is the managing director of Semaca Partners, a?TEDx and?international keynote speaker, and the author of "The Feedback Fix." His work and research has been featured in Harvard Business Review, Forbes, CNBC, The Wall Street Journal, Inc. and other major outlets. He also hosts the popular podcast, I Wish They Knew.

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