Founder & CEO of the Business of HR.
getty
The omicron variant has spooked companies all over the world as they looked forward to returning to the office and community-type gatherings that had been demolished by the delta variant. Remember the Labor Day return-to-office date?
But understand from the standpoint of the workforce, there are two things happening here. The first is the outbreak of yet another variant epidemiologists are still trying to scope out. Executives aren't epidemiologists, they're, among other things, managers of processes and leaders of people, which is incredibly important to keep in mind because the second thing omicron is producing is anxiety.
Anxiety is not an optimal state for productivity or morale in "normal times." And when the president of the American Psychiatric Association (APA) cops to omicron anxiety, you know it's serious. That president, Dr. Vivian Pender, told BuzzFeed News recently that even she started feeling more anxiety as the news spread, and as for her patients, she said, "I’ve seen them to be more anxious than they have been before, even to the point of panic."
Omicron is most likely not the last variant, nor will it be the end of the pandemic, and it's time for executives and decision-makers to accept this reality. First, the pandemic was a health crisis with a mental health component; now it's a mental health issue within an ongoing physical component. HR leaders and business executives need to change the game plan for dealing with it. Here are five ideas to help employees during the continued ups and downs of the pandemic:
1. Leverage communication channels and get creative.
You've already developed a voice and hopefully a trusted advisor status with your workforce. Use it. It's time for storytelling and to be that voice of reason. Detail community-based programs offering support to those struggling. Remind employees that we're now much better at managing our risk: We know how to stay safer. Use these tactics early and often. A 2021 report from the APA says that "Nearly half of Americans (49%) said they feel uneasy about adjusting to in-person interaction once the pandemic ends." Don’t take internal communications lightly.
2. Ensure all necessary resources are accessible for employees.
Learn about mandate best practices and consider what’s best for your company. Make sure your company seeks guidance from experts and that your team has access to the best information concerning the vaccine. Consider in what ways you can facilitate the resources your employees need to thrive.
For instance, one tech company Oloid, a contactless biometrics platform, is redefining the post-pandemic era through privacy-first authentication for essential workers. The platform's authentication allows greater protection and less friction for essential workers, allowing contactless entry with doors and turnstiles to reduce touching communal surfaces. The technology even scans for elevated body temperatures to mitigate potential risk.
3. Address the anxiety.
Because the ability to fight Covid-19 is somewhat better now than when it first appeared, executives need to leave the virus to the doctors and address their employees' anxiety with all available resources. Some companies have instituted "mental health Mondays" and found other ways to communicate a "hey, we got this" spirit. Some ideas for those Mondays: stress-reducing activities in the office or as recommended at home, and even bringing back the old bulletin board (physical or digital). Resources, safe-space talks, fact sheets, inspirational speakers and more can break the tension caused by the new variant.
4. Get local.
We're all in this together is the mantra. But the reality is that omicron has led to spikes in some areas and less dramatic outbreaks in others. In terms of resources and emphasis, be selective based on the geographical situation. Do you have a local medical advisor? A local mental health advisor? These are things to consider as the pandemic and your workforce settle in for what could be a long haul. For example, according to a recent Harvard Business Review article, home-based care, as well as telehealth, should be an option. For instance, Temple University Health System adopted an integrated on-demand mental health service. The model gives all Temple employees and dependents access to mental health coaches via mobile app.
5. Expand benefit packages.
Mental health benefits are a good place to start addressing Covid-19-related anxiety, but benefit expansion shouldn’t end there. For example, better transparency about payment options including on-demand pay is good for what ails this latest virus mindset. Benefits are in the age of experimentation and expansion. Pick the ones that best fit your workforce — whether it’s hourly, full-time or completely remote — and watch the economic anxiety lift.
Covid-19 is still a threat to public health and your employees' mental health. The omicron variant is just the latest lesson and reminder that leadership is essential and requires deeper and more meaningful evolution.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
