The implications of the Covid-19 pandemic on nearly every aspect of life have created many challenges. While certain cities have reintroduced the Centers for Disease Control and Prevention restrictions and mask mandates, this new way of living seems to be ongoing. Some people have adjusted well to significant life changes like working from home and social distancing. For others, however, the changes haven't been as easy to embrace.
Most employees can benefit greatly from seeking out mental health services and family support. Many employers have recognized this and are doing everything they can to provide their employees with adequate support. Below, 11 members of Forbes Human Resources Council share the best ways employers can ensure that their workers are provided with the support and services they need.
Forbes Human Resources Council members share their insights.
Photos courtesy of Individual Members1. Welcome Open Conversations
Engage with your employees by sending any benefit support such as Life Assistance Program—to be sure they know it is an available option. Showing that you value your employees and care about their well-being will aid in your hiring and retention efforts. Welcome open conversations with your employees to know what they may need to support them through this thing we call life. - Summer Ferguson, Insurance Canopy, LLC
2. Listen To And Track Their Feedback
Listening is essential. It’s important to establish various forms of communication channels. And apart from the employee's comments, be sure to track their feedback over time—what is the morale compared to last month, etc.? The upward trend is unfortunately work-life balance and exhaustion. - Suné Honeyborne, Dura-Line
3. Crowdsource For Solutions And Stay Committed
Robust mental health and wellness programs are still new for many business leaders. Don’t assume you know what employees need. Instead, get the help of experts where needed when “crowdsourcing for solutions.” Be vulnerable to share your struggles to foster a culture of psychological safety and genuine care. These initiatives cannot be a “tick the box.” Be sure you are ready to be committed for the long haul. - Mofoluwaso Ilevbare, Trailblazer Femme
4. Engage Everyone In Designing HR Programs
It is always good to engage people across all levels when you’re designing HR programs. To get everyone to buy into a program, engage relevant stakeholders from the outset to design and deliver effective and impactful HR interventions, be it mental health or counseling services. A holistic approach that meets the needs of those that are most in need of such services. - Modar Bakir, Al Faisal Holding
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5. Provide A One-On-One Touchpoint Or Survey
Keeping a pulse on middle management, who acts as the connection between the business and the people, is key to determining what would be a successful mental health program. These insights could be gathered through one-on-one touchpoints or through a quarterly pulse check survey that is sent out to randomized groups of employees throughout the year. - Caroline Faulds, Canada Pooch
6. Encourage Authenticity And Focus On Culture
It’s not just about the resources you provide—it’s about the culture you create. For example, cultures that fixate on performance and results, above all else, are ones where people are less likely to speak up or seek help for fear of falling behind or being seen as weak. Focus on culture by encouraging authenticity and celebrating stories of individuals (eg., public figures) who’ve asked for help. - Nicole Fernandes, Blu Ivy Group
7. Establish Dedicated Programs
Empathy is an essential leadership trait for multinationals. A great signal to employees is to have clear sponsorship of mental health and family support from the executive team. This includes establishing programs and incorporating consistent PR messaging from senior stakeholders on the importance of wellness. Employees should know that support is available and encouraged. - David Swanagon, Ericsson
8. Broaden Your Definition Of 'Family'
Ask your people! We use tools like surveys and focus groups to listen first and ensure that we are truly meeting the demands that our employees have rather than presuming what they need. Plus, the definition of family is so different today than what it was historically, so broadening the traditional meaning of “family” to be inclusive of all family types is a great first step for organizations. - Keri Higgins Bigelow, LivingHR, Inc.
9. Offer A Diverse Range Of Perks
Flexibility is crucial. Every employee is different and will have unique challenges and stressors. Therefore, the onus is on business leaders to have a diverse range of perks, benefits and support systems from which workers can choose offerings that fit their individual needs. These can include childcare discounts, meditation or mindfulness resources and flexible work schedules. - Niki Jorgensen, Insperity
10. Focus On Supporting Psychological Safety
The best approach begins with a culture of psychological safety where an employee doesn't feel ashamed or fearful of expressing a need for help. It's never too late to start working on a culture that supports that. Managers should be coached to be able to have human-centric discussions with their people. Leaders should in addition have skip-level discussions and run surveys as well. - Srikant Chellappa, Engagedly | Mentoring Complete
11. Take A Holistic Approach
It’s important that employers take a holistic approach and don’t view support in isolation. Providing access to different mental health and physical activity solutions has been shown to improve productivity, well-being and stress management both personally and professionally. Giving employees options and flexibility in the approach they take means that each employee can find what works for them. - Nikki Salenetri, Gympass
