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Ways to support your employees mental health amid covid-19

Ways to Support Your Employees Mental Health Amid COVID-19

The COVID-19 pandemic has affected everyone’s mental health. Many people have experienced financial hardship, job loss, reduced work hours, sickness, grief, and additional challenges with childcare and school cancellations. The future is uncertain, and the present is extra stressful. And to make matters worse, many of the networks and practices that people use to support their mental health are currently unavailable due to social distancing.

In this environment, where people are increasingly anxious and may be socially isolated, it’s even more critical that managers support their team members’ mental health — both coming into the workplace and those working from home. High stress can quickly destroy trust, inhibit empathy, and break down teams — each of which makes it more difficult for people to do their jobs. Fortunately, employers can provide some support. Here are some things employers can do to help employees manage stress and tend to their mental health:

When possible, give employees a little extra time to slow down and rest.

Employees may need a moment to breathe or a day to regain their peace of mind, and they shouldn’t be afraid to ask for time to take care of themselves. The ability to occasionally function at a medium (or even slow) pace should be built into performance expectations so that employees can avoid burnout or breakdown.

Offer PTO, mental health benefits, and flexible schedules if appropriate.

In some cases, employees who want to get the mental health care they need can’t afford it. Losing pay from a missed work shift might be too great a hardship, and effective treatments might be financially out of reach. These financial hindrances can exacerbate conditions like anxiety and depression. In other cases, employees can afford the time off and the treatments, but they can’t make regular appointments work with their schedules. If you can offer paid time off, health insurance benefits, or flexible schedules, these can help employees get the care they need.

Offer an Employee Assistance Program (EAP)

An EAP gives employees access to expert, confidential assistance for substance abuse issues, relationship troubles, financial problems, and mental health conditions. These services are offered through an outside provider that connects employees with the appropriate resources and professionals. These programs enable you to provide professional assistance to employees while allowing them confidentiality at work. EAPs are also inexpensive, costing between just 75 cents and 2 dollars per employee per month.

Make reasonable accommodations when possible.

Suppose an employee informs you that they have anxiety, depression, or another mental health condition, and they request an accommodation. In that case, you should begin the interactive process to determine what reasonable accommodation(s) you can provide in accordance with the Americans with Disabilities Act (ADA). The ADA applies when an employer has 15 or more employees, but many states have similar laws that require employers to make accommodations at an even lower employee count.

Create digital spaces for friendships to grow

Loneliness in the workplace can be a severe issue, with significant adverse effects on both employees and the workplace. Right now, with many employees working from home, it’s harder to spot signs of it. Employers can facilitate friendships and connections between employees by setting up virtual chat programs and video conferencing apps. 

Employees also need to be reassured that it’s okay for them to take a little time during the workday to reach out to others about non-work matters and participate in virtual games and other fun group activities. Managers can set the tone by participating in fun chats and activities and encouraging employees to join in. Helping employees foster friendships is not only the right thing to do; it can also reduce turnover and increase engagement.

Promote good mental and physical health in the workplace

Healthy habits are essential for everyone to practice. Consider setting time aside during the week or month for employees to participate in activities like yoga, meditation, and mindfulness that develop and strengthen these habits. If you aren’t familiar with these practices, solicit the help of your employees. One or more of them may know a lot about these activities and be able to assist you in setting up a workplace program or modifying a program for employees currently working from home.  

Make use of additional resources.

During this time, employees might benefit from this three-page list of several virtual recovery resources from the federal Substance Abuse and Mental Health Services Administration and this COVID-19 resource and information guide from the National Alliance on Mental Illness. 

About Alliance

For over 30 years, Alliance has worked with the unique needs of our clients to ensure we provide the highest quality solution and service.

Inspired by the American dream of business ownership (and also the need to eat!), Randy and Terri Norwood set up a dot-matrix printer on a folding table in their Houston living room and declared Alliance Payroll Services open for business in September, 1989. Trying to never lose sight of the fact that business should always be fun, Randy incessantly knocked on doors of businesses while Terri keyed, processed and delivered whatever payrolls Randy sold. Fast forward over three decades and, thanks to our hard working team of “Warriors,” Alliance has grown into one of the largest privately-held human capital management (HCM) software providers in the nation.

But many things have not changed. We still try to under-promise and over-deliver our products and services, not the other way around. We keep our pricing transparent and simple. We refer to our clients around the nation as our partners and friends. And we still think business should be fun!

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