There is no playbook for maintaining emotional health and wellbeing during a global pandemic, and all types of people are struggling.

There can be little doubt, that this year will go down as one of the most stressful years in history, and according to new global research by Oracle / Workplace Intelligence, some 70 percent of respondents said they were more stressed and anxious at work during the pandemic than ever before.

Their study of more than 12,000 employees, managers, HR leaders, and C-level executives across 11 countries found COVID-19 has increased workplace stress, anxiety, and burnout for people all around the world.

I’m sure this does not come as a surprise to many.

A similar national study here in Australia by Wesley Mission also published last week, found feeling a loss of control was causing mental health concerns for nearly a third of people, and isolation was making it worse.

The mental health of three out of four Australians has been affected by COVID-19, with the survey finding that respondents were concerned for their future, which added stress and anxiety to their work. Furthermore, 40 percent say they feel uncertain about the future, a third feel stressed and 27 percent say they feel more anxious during the pandemic.

As isolation and disruption to normal daily routines continue, it is natural to expect shifting emotions, feelings of irritability, disconnection, and other signs of stress and anxiety in our people.

Recent life insurance data from the Australian Prudential Regulation Authority (APRA) also shows that mental health claims are increasing. As insurance claims for work-related mental health conditions escalate, many important actions can be taken at the workplace level to promote better mental health.

And with many of these mental health claims are not expected to surface until the early part of 2021, because unlike claims for most other conditions, individuals experiencing mental health symptoms, typically take over a year to report claims for mental health conditions.

This data, and other reports like these show why it is important that business leaders act now. We are all vulnerable.

I believe all leaders need to find ways to promote and support positive mental health and wellbeing. Here is how I’d go about it:

1. START A CONVERSATION TODAY

   Make the time to have a conversation. Conversations about mental health are unlikely to arise unprompted. It often takes an intuitive colleague or manager to set the ball rolling.  

   In the current climate, with so many employees now working from home or having to adjust their working patterns, mental health is becoming an even bigger concern.

   Engaging with your employees during this period is crucial.

   Communicate regularly, and keep them informed as much as possible about what is going on. Try to find ways to help them with a sense of purpose, control, and order – where they may feel is lacking.

   With so many of us still working from home, or remote, look for ways to provide regular employee briefings or, for larger organisations, consider a multi-level communication strategy, where others are tasked and responsible for checking in on others to improve mental health awareness.

2. PROVIDE AND PROMOTE MENTAL HEALTH SUPPORT

   Many Australian organisations today offer Employee Assistance Programs (EAP), which generally include free access to private and confidential counselling for workers and their families. EAPs are employer-sponsored programs that help employees cope with issues that can adversely impact their productivity and the organisation’s performance.

   Going one step further, in the same way as you have a first aid officer, consider assigning the responsibility of mental health and wellbeing to a wellbeing officer.

   Look outside of the organisation for additional support, one such example is a FREE new course, provided by Torrens University Australia developed in partnership with Beyond Blue, to support people dealing with depression. https://www.torrens.edu.au/understanding-depression-learning-from-lived-experience

3. FOCUS ON PREVENTION AND INTERVENTION

   There are many ways in which leaders can improve mental wellbeing awareness in the workplace. Here are some:

   • Investing in manager mental health training

   • Provide online health programs

   • Promote wellbeing and mental health in the workplace

   • Ensure there is genuine support with mental health return to work programs

As we have found recently with some of our clients, making ‘wellbeing’ a part of your corporate strategy is a smart move. Once such client we worked with repurposed an existing budgeted role, creating their first Director of Workplace Relations and Wellness, and they are not alone. Australian organisations are increasingly dealing with health and wellbeing as a core part of business strategy.

In an Australian first, Woolworths Group recently appointed Dr. Rob McCartney as their Chief Medical Officer, with responsibly for the overall health and wellbeing of their customers and their staff. This standalone leadership role provides direct input into the Woolworths Board and its relevant sub-committees, as well as the Group Executive Committee. A clear signal of their commitment to wellbeing.

Awareness and openness about mental health is the start of the journey. If we want employees to be open about their mental wellbeing, as leaders we need to demonstrate a culture of respect, trust, and confidentiality. Employees talking to managers or colleagues about their mental wellbeing need to be reassured that their conversations will be treated with confidentiality and impartiality.

Taking steps to provide support with mental health first aiders, wellbeing champions and mental health allies will all provide essential avenues for employees to discuss their mental wellbeing and access impartial support. It starts with leaders taking a proactive approach and talking about mental health.

Lastly, you must recognise that your mental health hygiene needs to be looked after as well – exercise regularly, eat healthy meals, and get more sleep.