Post by account_disabled on Mar 4, 2024 23:51:39 GMT -5
A recent study by Mind Share Partners showed a decline in the mental health of almost half of those surveyed since the start of the pandemic. Nationally, about 50% in the US report that the coronavirus crisis is harming their mental health, according to a Kaiser Family Foundation survey. According to INC , as COVID-19 continues to redefine how leaders communicate in and out of the office, many are reeling from an increase in workplace-related anxiety and stress. 3 ways to promote mental health in the office While treatment of serious mental health issues should be left to trained professionals, there are steps every leader can take to ease the toll of the pandemic on their employees' overall well-being . Despite the unpredictability of the moment, these practices can provide a needed boost for the many people now experiencing heightened fears about their emotional and even physical health. 3 ways to promote mental health in the office 1. High-touch communication In a hybrid workplace, it's crucial for managers to remain visible by communicating frequently and intentionally.
Staying in regular contact with employees, leaders can spot signs of emotional burnout 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 is important. Time constraints are no excuse; for particularly busy clients, a “15-2-1” approach has been recommended: spend 15 minutes once a week talking to two members of your team. 3 ways to promote mental health in the office Making these conversations ritualized and routine alleviates some of the discomfort and stigma that can arise when talking about mental health. Which can cause positive and commercial results, and results oriented to both managers and employees. For high-touch communication that goes beyond trivial greetings, try these helpful pointers: Do you feel like you have enough time to do your job reasonably? How do you feel at the beginning and end of your day? Are you finding ways to stay connected with the team? How can I be a better ally to you right now? 2. Allow others to reframe and focus Researchers have demonstrated the restorative effects of reframing and refocusing to relieve emotional pain.
According to the research results, people who suffered setbacks but then imagined a better future through "prospective writing" experienced a sense of post-traumatic growth. Other studies have shown that people coped better with major life changes when they actively focused on their core values and beliefs. These are not clever tricks to avoid real concerns. Rather, they are powerful frameworks to help your employees manage fears, both real and imagined, by gaining support from those closest to them. Leaders can play a critical role in facilitating this process by simply “showing up” to their employees with offers of compassion, concern, and commitment. Just knowing that someone is there to help can be comforting. 3. Pay attention to physical indicators and non-verbal cues People who struggle with stress and anxiety often show signs of distress. Early indicators include changes in behavior and mood, as well as non-verbal cues such as alienating body language and disposition. Mindful leaders should be aware of the following red flag behaviors on the part of employees: Exhibiting excessive nervousness, restlessness or irritability. Acting too passive, worried, or tense. Avoid group meetings, whether in person or virtual.