Supporting Employee Mental Well-Being During a Pandemic

HYLANT WEBINAR

APRIL 22, 2020

HOUSEKEEPING

45 Minutes – Supporting Employee Mental Well-Being During A Pandemic

15 Minutes – Questions and Answers

Type questions into the question box on GoTo Webinar

Recording – Available Post Webinar

Recording and slides will be emailed within 72 hours

DISCLAIMER

Please recognize that due to the fluid nature of the COVID 19 situation advice is subject to change and is not intended as a substitute for professional legal interpretation.

AGENDA1. Introductions

2. Mental Well-Being in Crisis

3. Ask the Expert Q&A

4. Conclusion

PRESENTERS

Maddison Bezdicek

Health Strategies Practice Leader

Hylant

Lisa Grossman, Ph.D.

President & Founder

SMR Performance Consulting

MENTAL WELL-BEING

IN CRISIS

STRESS & ANXIETY

• Anxiety is an emotional response to stress

• Uncertainty or the “unknown” is a major cause of anxiety

THE MECHANICS

STRESS & ANXIETY

• Stress is a response to a demanding or threatening event

• COVID 19 is a major stressor

• Emotional or physiological changes occur

THE MECHANICS

STRESS CAN LEAD TO…

• Compromised immunity

• Headaches & pain

• Fatigue & difficulty sleeping

• Inability to concentrate, distracted, indecisiveness

• Anger, irritability

• Unrealistic fears, panic

• Negative thoughts, depression

• Anxiety

COVID-19 & MENTAL HEALTH

Before COVID-19

• Stress was on the rise among American workers

• Healthcare expenditures were nearly 50% greater for workers reporting high stress

• Rate of burnout was steadily increasing

After COVID-19

• 3 out of 10 Americans experiencing a decline in mental health right now

• 45% adults feel the COVID stress has negatively affected mental health

• More than half of Americans worry about getting infected by COVID, losing their job, or financial impact

SUPPORT IS THE #1 THING YOU CAN OFFER

• Opportunity to build trust and show you care

• Remember everyone’s coping skills vary

• Flexibility is key: challenging times require agile minds!

ASK THE EXPERT

Q&A

QUESTION

• Encourage work only during designated hours

• Provide ideas for family activities

HOW DO WE HELP PEOPLE DISCONNECT & FOCUS ON FAMILY WHEN CONCERNED ABOUT JOB SAFETY?

HOW DO WE STAY CONNECTED TO LAID OFF EMPLOYEES?

• Reach out personally and show you care

• Extend EAP services

• Share community resources

• Keep them updated, maintain communication

HOW CAN WE BRING LEVITY (& FUN) TO THIS SITUATION?

• Schedule a fun virtual activity (trivia night, games)

• Show and tell, use the time to learn more about each other

• Virtual coffee/happy hours

WHAT ARE PRACTICAL ACTIVITIES TO ENGAGE IN TO MAINTAIN MENTAL WELL-BEING?

Daily self-care practices

• Walks

• Stretch breaks

• Relaxation exercises

• Mindfulness training

• Lead by example

• Make it a “work task”

QUESTION

• Encourage them to maintain a schedule

• Time frame boundaries, set work hours

• Suggest a designated work space at home

• Encourage family time each day

WHAT ARE SOME TIPS TO HELP REMOTE EMPLOYEES BALANCE HOME & WORK?

WHAT ARE WAYS TO OFFER REASSURANCE DURING SUCH A TIME OF UNCERTAINTY?

• Empathic listening, let them know they are heard

• Stay connected and touch base often

• Provide organizational updates regularly

• Remind employees of the control of 3

HOW DO YOU SUPPORT REMOTE WORKERS WITH THEIR MENTAL HEALTH?

• Involve managers for support with “mental health check-ins”

• Offer flexible working schedule

• Encourage like-minded groups to come together

WHAT ARE WELLNESS CHALLENGE IDEAS WHILE WORKING FROM HOME?

• Share free fitness class information, virtual exercise classes

• Start virtual meetings with a group stretch or exercise

• COVID coping BINGO scorecard

QUESTION

• Ask about fears and expectations

• Address concerns with support of EAP

• Have a plan in place for return to work, “new normal”

HOW DO WE MANAGE EMPLOYEE EXPECTATIONS & FEARS ABOUT COVID-19?

HOW CAN EMPLOYERS MAINTAIN REGULAR COMMUNICATION WITH EMPLOYEES?

• Virtual meetings

• Message platform (Microsoft Teams, etc.)

• Call

• Text

QUESTION

• Aim to minimize their fears

• Ask your employees what their concerns are

• Provide added resources (cleaning supplies, PPE) and educate

HOW DO WE ADDRESS CONCERNS FOR SAFETY WHEN BRINGING PEOPLE BACK?

HOW CAN MANAGERS IDENTIFY BURNOUT IN EMPLOYEES?

• Look for the signso Work production decreases, time off,

interactions with colleagues

• Help alleviate stress: provide tools and education

• Encourage and model self-care

QUESTION

• EAP providers: mental health or stress management training

• Mental Health First-Aid

• Virtual trainings for managers to identify mental health issues

WHAT TRAININGS ARE AVAILABLE FOR EMPLOYERS TO EDUCATE THEIR MANAGERS?

WHAT SHOULD MANAGERS BE AWARE OF AS EMPLOYEES RETURN TO WORK?

• Returning back to “business as usual” is not practical, things are different

• Adjust your expectations; won’t be a smooth process for everyone

• Shifting back will take time

FOR LEADERS

• Focus on what you can control

• Process emotion immediately after adverse event

• Replace negative feelings with positive emotion

• Engage in recovery activities every day

REMEMBER

o Your response is critical

o Opportunity to build trust and be vulnerable

o Empower your managers to assist in employee mental wellness

REMEMBER

o Listen regularly, ask about their struggles

o Educate and inform

o Confidence is more important than positivity

RESOURCES

• EAP (Employee Assistance Program)

• NAMI (National Alliance on Mental Illness)

• Mental Health First Aid

• Virtual training for managers

• Employee communication materials & employer toolkits

REACH OUT TO YOUR HYLANT HEALTH STRATEGIST FOR MORE INFORMATION

REACH OUT

Reach out for more information or assistance

Dr. Lisa Grossman

SMR Performance Consulting

lgrossman@smrperform.com

@DrGrossmanSMR

smr.performance

Lisa Grossman, Ph.D.

SMR Performance Consulting LLC

FOLLOW-UP QUESTIONS

LISA GROSSMAN HAS ANSWERED THE FOLLOWING QUESTIONS ASKED AT THE END OF THE WEBINAR.

Q&A – QUESTION BOX

• Q: If there is a need but our organization does not currently have an EAP and would not be able to implement in the short term, what are the recommendations?

• Lisa: I'd recommend checking into the mental healthcare providers that are listed under your insurance & reaching out to them. I know quite a few who have done a meet & greet virtually with companies & if employees need counseling, they can contact them directly to set up an appointment. I would also look into providing some workshops or webinars focused on mental health care or stress management for your employees.

Q&A – QUESTION BOX

• Q: Can you send burnout assessment and how to get more info on Mental Health First Aid?

• Lisa: More information about Mental Health First Aid & course providers can be found on the website https://www.mentalhealthfirstaid.org/ [mentalhealthfirstaid.org]

• Lisa: I'm happy to send the burnout assessment but I would like to send out an overview with an explanation of it. If a company would like more information on that or get a modified version of the one I use, please email me directly at lgrossman@smrperform.com

Q&A – QUESTION BOX

• Q: If you are bringing someone back from furlough and they are angry they were furloughed, how do you transition them back?

• Lisa: There may definitely be some challenging feelings associated with being furloughed but I think it would help to speak with them, one-on-one, and explain the situation in more detail. It will help them understand why it was done and that you do want them onboard as part of the team again. Answer questions they may have and be as transparent as possible. Your honesty and compassion can help a great deal.

Q&A – QUESTION BOX

• Q: What are some fun things we can do for our staff while we're working remote?

• Lisa: Virtual gatherings that are non-work related like game night, trivia, coffee or happy hour, different challenges, & coming together virtually to work on team initiatives once everyone returns to the office, like a charity event. Coming together & organizing charity events or charity projects helps energize the group & shifts focus to helping those in need which is good for everyone's well being!

Q&A – QUESTION BOX

• Q: We have both essential workers who cannot work remotely and essential workers who can. How do you manage employee perceptions about fairness and the risk that they are being exposed to?

• Lisa: Educating employees and explaining the difference as to why some are essential and some are not may help.

Q&A – QUESTION BOX

• Q: What resources are available to someone who is dealing with anxiety to the point they are unable to leave the home?

• Lisa: Some people who already suffered from anxiety prior to COVID-19 may have exacerbated symptoms to the point this may happen. It may also be due to pre-existing conditions that put them at greater risk (they are in fear of leaving their homes due to getting sick). If their anxiety gets to be too great that they are unable to engage in activities of daily living or feel they can't leave their homes once this passes, I would recommend encouraging them to seek the help of a licensed mental health professional. They can do virtual sessions to help them start to manage some fears and learn some ways to overcome the anxiety.

Q&A – QUESTION BOX

• Q: How can we avoid being in a psychological contract which may accrue due to continuous engagement with an employee ... one may start feeling of owing something to him or her and vice a versa?

• Lisa: If a manager tries to help an employee with an issue, that's ok and encouraged but it's always recommended to connect them to EAP with that support. Definitely be an ear of support and compassion but always direct toward resources so everyone stays in their lane!

THANK YOU

We are in this

Together.