Reopening Offices Is About More Than Just Physical Health
Here are 6 ways employers are tackling the emotional and mental health challenges of their employees.
As offices prepare to reopen (very slowly) across the United States, physical health is paramount. For example, we’re hearing from clients that are considering reopening their on-site fitness centers earlier than expected, to reduce employees’ exposure to community gyms and reduce another element of risk.
Mandatory testing, temperature checks, mask use, thermal technology, and increased sanitation are all steps employers are taking to keep employees safe. Some organizations are even exploring social distancing technology that will alert employees when they are closer than six feet. The bottom line: Most employers are doing everything they can to keep their employees safe and healthy during the Covid-19 pandemic.
But, while physical health is the number-one concern, it’s certainly not the only concern. Emotional and mental health should also be a primary focus area for employers as they welcome back employees this summer, fall, and winter.
After months of working from home, many employees are struggling to stay connected socially with colleagues. Others are balancing work with kids at home full-time. Yet others are trying to care for aging parents while working remotely. The point is: Your employees are struggling with their mental and emotional health just as much (if not more, in some cases) as they are with their physical health concerns.
Some companies are already addressing this need head-on—in creative ways. Let’s look at six ways some of our clients are tackling the emotional and mental health of their employees as they start to consider how they’ll reopen their offices and on-site fitness centers.
1. Adding meditation to the benefits list. One company is using Headspace, the popular meditation app, to help employees improve their mental health. Access to this app is free and now a part of the company’s benefits offerings.
2. Offering mental-health first aid training. Similar to CPR certification, employers can offer mental-health first aid to select—or to all—employees. Now available virtually, this certification helps participants learn about the signs and symptoms of someone in distress so they can have a conversation and refer participants to appropriate resources.
3. Facilitating grocery store tours with a dietitian. With virtually everyone eating at home quite a bit more these days, learning how to shop at the local grocery store in a healthier way can be a big perk. That’s what one company set out to help employees do, by offering up direct one-on-one access to a dietitian. The dietitian also leads virtual cooking classes for company employees, which can be fun for the whole family.
4. Teaching employees how to be more resilient. During tough times like these, the ability to be resilient is more important than ever. That’s why one organization made it a priority to train front-line staff in resilience skills so they could not only be more effective in managing their own situations, but also weave in the concepts to work, either on-site or virtually.
5. Turn to Facebook as mental-health support. Yep, it’s true. And possible. One company started a private Facebook group for employees named “Life After Work” that is designed to provide support (and entertainment) for employees after-hours. During the first week, the company featured an employee musician, which was a big hit. It also gave the musician a chance for additional exposure. So far, the group has been a nice diversion for employees.
6. Puppy pics to the rescue. What’s better for your mental health than puppy pics? One company started a program called “Advice From a Dog.” So far, it has driven a ton of employee engagement. As you can imagine, many employees are posting pics of their dogs—and it’s really enhanced the level of social connectedness between employees.
As you think about your company’s back-to-the-office plans this summer, fall, and winter, don’t forget to address the emotional and mental health of your employees. Safety and physical health are still important—no question about it. But devising specific programs to address the continued stress employees have been dealing with for the past four-plus months is important, too.
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James Aranowski is senior director, program management & engagement at HealthFitness, where he is responsible for strategic relationships with HealthFitness accounts and for providing overall leadership for the HealthFitness associates serving clients. He specializes in large fitness, recreation, and wellness management projects including corporate, hospital, and community programs.
From: BenefitsPro