{"id":34941,"date":"2020-04-15T06:14:27","date_gmt":"2020-04-15T10:14:27","guid":{"rendered":"https:\/\/www.kaspersky.com\/blog\/?post_type=emagazine&#038;p=34941"},"modified":"2020-08-04T09:57:43","modified_gmt":"2020-08-04T13:57:43","slug":"homeworking-mental-health","status":"publish","type":"emagazine","link":"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/homeworking-mental-health\/34941\/","title":{"rendered":"Supporting your home-working team&#8217;s mental health: Advice from psychologists"},"content":{"rendered":"<blockquote><p>The world\u2019s largest work from home experiment.<\/p>\n<\/blockquote>\n<p>That\u2019s how <a href=\"https:\/\/time.com\/5776660\/coronavirus-work-from-home\/\" target=\"_blank\" rel=\"noopener nofollow\">Time magazine describes working life in 2020<\/a>, after measures to prevent the spread of coronavirus. How will this unexpected shift from office life, and the pandemic\u2019s upheaval and uncertainty, impact employees? I asked two world-leading experts in workplace mental health what managers can do now to build their team wellbeing.<\/p>\n<h2>Set the standard for mental health at work<\/h2>\n<blockquote><p>The mental health of leaders and employees alike is a critical risk right now to business success. Every organization must give it their full attention.<\/p>\n<cite><p><strong>Dr. Joti Samra<\/strong><\/p><p>MyWorkplaceHealth<\/p><\/cite><\/blockquote>\n<p>We know we need physical health and safety to protect everyone. The need to protect mental health at work is less well understood. Leading expert and media commentator, Dr. Joti Samra, R.Psych., wants to change that. She helped establish the <a href=\"http:\/\/www.myworkplacehealth.com\/what-is-phs\/\" target=\"_blank\" rel=\"noopener nofollow\">National Standard of Canada for Psychological Health and Safety in the Workplace<\/a>, a world-first of its kind. It\u2019s now informing the development of an international ISO standard. She\u2019s now founder and CEO of <a href=\"http:\/\/www.myworkplacehealth.com\/\" target=\"_blank\" rel=\"noopener nofollow\">MyWorkplaceHealth<\/a>, a consultancy helping businesses make their workplace more psychologically healthy.<\/p>\n<p>The National Standard identifies <a href=\"http:\/\/www.myworkplacehealth.com\/what-is-phs\/\" target=\"_blank\" rel=\"noopener nofollow\">13 factors that contribute to a psychologically safe work environment<\/a>, including civility, respect and clear leadership. Samra believes we now need to increase efforts to maintain these standards. She says, \u201cOur research tells us when we enhance these, it\u2019s win-win. Customer ratings, staff retention and the bottom line all improve.\u201d<\/p>\n<p><span class=\"embed-youtube\" style=\"text-align:center; display: block;\"><iframe class=\"youtube-player\" type=\"text\/html\" width=\"640\" height=\"390\" src=\"https:\/\/www.youtube.com\/embed\/zx3e073AEx8?version=3&amp;rel=1&amp;fs=1&amp;showsearch=0&amp;showinfo=1&amp;iv_load_policy=1&amp;start=24&amp;wmode=transparent\" frameborder=\"0\" allowfullscreen=\"true\"><\/iframe><\/span><\/p>\n<p><em>Dr. Joti Samra\u2019s free webinar<strong>,<\/strong> Enhancing Psychological Health, Wellness and Resilience in the Era of COVID-19<\/em><\/p>\n<p>\u201cEvery business in the world is changing because of COVID-19. We must evaluate what we\u2019re doing now \u2013 what\u2019s going well, and be honest about the pain points. We need to plan for resilience.\u201d<\/p>\n<h2>Good mental health starts with good people management<\/h2>\n<p>People managers are the nexus of success, in Samra\u2019s view. \u201cEvery business leader in the world is in a tricky position right now. We carry great weight because of our responsibility for others. Your direct manager is important in balancing your baseline stress. We must give leaders the skills to self-regulate, understand their stress triggers and stay calm.<\/p>\n<p>\u201cUnpredictable events and things out of our control distress many people. Coronavirus is \u2018check\u2019 on all counts. To manage anxiety, you need to build more certainty. I\u2019m writing one, three, six, 12 and 18-month plans and financials to give more predictability. It\u2019s keeping me sane as a CEO and it resonates with my corporate clients.<\/p>\n<p>\u201cI\u2019ve run my start-up for a year. We were just getting into a flow. Now we\u2019ve had to change for new priorities, plus business as usual. I\u2019m re-thinking what\u2019s critical and what can take a backseat. I break it into details week to week, or sometimes day to day. This means we can move quickly as things change.\u201d<\/p>\n<h2>Value trust and openness<\/h2>\n<p>Trust is at the center of the shift to remote work. <a href=\"https:\/\/www.linkedin.com\/in\/kristinabarger\/?originalSubdomain=uk\" target=\"_blank\" rel=\"noopener nofollow\">Kristina Barger<\/a> is an expert in remote team management and psychological wellbeing. She\u2019s worked with start-ups in London, New York and South Korea. She warns trust is fragile. It can easily break when teams are spread out and in times of crisis.<\/p>\n<p>\u201cIf you disagree with a co-worker in your office, you can blow over a problem by taking coffee together. But when you don\u2019t see people, it\u2019s easier to misconstrue something. If problems aren\u2019t addressed, they compound.\u201d<\/p>\n<h2>Give more praise and rewards<\/h2>\n<p>\u201cUncertainty makes deadlines harder for people to hit,\u201d says Barger. \u201cSetting up routine and reward is important. People need a positive boost. Cut both your and your team\u2019s tasks into smaller chunks, check it off and reward yourself. It could be just, saying thank you to a co-worker, or a break to call a friend.\u201d<\/p>\n<p>Samra believes changing times may mean managers need to be change tack. \u201cLet\u2019s be more forgiving. Acknowledge no one will be at their best right now and create a culture of trust. Let people work out their schedule around their new life. This helps build loyalty and work-life balance.\u201d<\/p>\n<h2>Communicate more often and more deeply<\/h2>\n<p>Samra believes people managers need to know how to communicate effectively. \u201cHave 1-2-1s with direct reports more often to understand their stress points. It may be money, children or caring for an elderly relative. Adapt expectations to each person\u2019s needs. I\u2019m asking my managers to have more contact to find out who\u2019s OK and who\u2019s struggling, so we can give them early support.\u201d<\/p>\n<p>Barger also recommends talking more. \u201cWe can\u2019t separate what\u2019s happening in the outside world with what\u2019s going on in our teams. Replace the \u2018water cooler\u2019 moment by making time to connect. Start meetings with light chit-chat or a check-in.\u201d<\/p>\n<p><a href=\"https:\/\/www.linkedin.com\/in\/rymorgan\" target=\"_blank\" rel=\"noopener nofollow\">Ry Morgan<\/a>, Founder of <a href=\"https:\/\/home.unmind.com\/\" target=\"_blank\" rel=\"noopener nofollow\">workplace mental health platform Unmind<\/a>, likens mental health to dental hygiene. We should all do something about it each day. In the same way you brush your teeth regularly, check in with yourself and then your team \u2013 at work and home.<\/p>\n<h2>Have more virtual face time<\/h2>\n<p>Samra also recommends more virtual face time. \u201cWe\u2019re having more video meetings. It takes more time than a call, but the human connection helps normalize this surreal time. Social connection helps us not only survive but thrive in the face of adversity.\u201d<\/p>\n<p>Barger says it\u2019s good for leaders to show vulnerability. It should be OK to express emotion at work. \u201cIt\u2019s more authentic if you open up, like saying, \u2018It\u2019s tough for me too. My kids are driving me crazy!'\u201d<\/p>\n<h2>Share freely, and personalize it<\/h2>\n<p>Information overload is affecting everyone, particularly people managers. Samra asks us to personalize communication. \u201cConnect individually and ask what they need. It shouldn\u2019t be \u2018one size fits all.'\u201d<\/p>\n<p>Digital sharing tools can help. Barger and her peers launched the <a href=\"https:\/\/nextep.group\/\" target=\"_blank\" rel=\"noopener nofollow\">Remote Leadership Support Group<\/a>, a Slack community for managers to get credible advice and support from vetted experts.<\/p>\n<p>Samra has also used Slack for her start-up\u2019s internal comms. \u201cIt\u2019s optional. People can use it if they need it.\u201d She advises, \u201cShare information proactively with your teams. If you offer employee benefits like counseling or health at work schemes, make sure everyone knows how to access them. There are also free resources that can help.\u201d<\/p>\n<p>The blog for MyWorkplaceHealth is an impressive trove of articles on <a href=\"http:\/\/www.myworkplacehealth.com\/blog\/\" target=\"_blank\" rel=\"noopener nofollow\">meeting the challenges of the pandemic and mental health at work issues<\/a>.<\/p>\n<p><span class=\"embed-youtube\" style=\"text-align:center; display: block;\"><iframe class=\"youtube-player\" type=\"text\/html\" width=\"640\" height=\"390\" src=\"https:\/\/www.youtube.com\/embed\/rZuB-kUJD_A?version=3&amp;rel=1&amp;fs=1&amp;showsearch=0&amp;showinfo=1&amp;iv_load_policy=1&amp;wmode=transparent\" frameborder=\"0\" allowfullscreen=\"true\"><\/iframe><\/span><\/p>\n<p><em>Tips on managing coronavirus anxiety at work, one of many free resources from MyWorkplaceHealth<\/em><\/p>\n<h2>Watch for the warning signs of deteriorating mental health<\/h2>\n<p>Mental health can decline slowly over time. \u201cYou don\u2019t usually notice it\u2019s happening to you until you\u2019re far into it. We need to see subtle shifts \u2013missed deadlines, late to calls, or rambling or confusing emails,\u201d says Barger. According to the World Health Organization, <a href=\"https:\/\/www.who.int\/mental_health\/in_the_workplace\/en\/\" target=\"_blank\" rel=\"noopener nofollow\">depression and anxiety at work cost the global economy 1 trillion US dollars in lost productivity<\/a>.<\/p>\n<p>For working adults in the UK, about <a href=\"https:\/\/www.mentalhealth.org.uk\/statistics\/mental-health-statistics-mental-health-work\" target=\"_blank\" rel=\"noopener nofollow\">15 percent have current mental health issues<\/a>. During the pandemic, these numbers could grow. Barger explains, \u201cThings that are good for us \u2013 like money, predictability and socializing \u2013 have been taken away or reduced.\u201d<\/p>\n<h2>How to start that difficult conversation about mental health<\/h2>\n<p>Barger suggests a tiered approach. \u201cLay the groundwork by normalizing the change we\u2019re all going through in group emails and calls. Explain the resources available and that you\u2019re there for them. Next, is individual check-ins.<\/p>\n<p>\u201cManagers need to set the tone by being compassionate and non-judgmental. When you say \u2018come to me with a problem,\u2019 it might not happen straight away. This all takes work. There can be denial. Explain to the team that to connect, you\u2019ll schedule a \u2018virtual coffee,\u2019 so people don\u2019t feel singled out.\u201d<\/p>\n<p>She advises paying attention to cultural differences and personality preferences. \u201cReach out to those who are more emotionally reserved, but without pressure. You could ask peers to check in with each other if they have a good relationship.\u201d<\/p>\n<h2>Reduce time-consuming negative news<\/h2>\n<p>While we adjust to new ways of working, there\u2019s potential for burnout from long hours. With nothing to break up the day, things can become overwhelming, on top of the news.<\/p>\n<p>Barger recommends, \u201cIf you notice the news getting you down, monitor your access. Research in Israel showed <a href=\"https:\/\/www.frontiersin.org\/articles\/10.3389\/fpsyg.2018.01333\/full#B9\" target=\"_blank\" rel=\"noopener nofollow\">consuming news more than twice a day had negative mental health consequences<\/a>.\u201d<\/p>\n<h2>How to create structure in changing times<\/h2>\n<p>In the unexpected shift to the home office, many of us have new co-workers in partners, housemates, pets and children. Samra believes strengths and weaknesses in personal relationships will be exaggerated. \u201cIt\u2019s a dangerous time for those in controlling or abusive relationships, but even a \u2018so-so\u2019 relationship can become strained. We can give our employees structure, so they have an escape from their personal lives. Let\u2019s encourage people to get up, get showered, get dressed \u2013 video helps with this \u2013 then shut the door.\u201d<\/p>\n<p>If you have concerns about a colleague\u2019s safety in a relationship, don\u2019t ignore them. Find out what local violence-prevention agencies advise. The UK\u2019s Department for Health has <a href=\"https:\/\/safelives.org.uk\/sites\/default\/files\/resources\/DV%20Employer's%20guidance%20FINAL%20Update%203%20-%20SafeLives%20rebranded.pdf\" target=\"_blank\" rel=\"noopener nofollow\">guidance for managers on recognizing the signs of domestic abuse, and what to do about it<\/a>.<\/p>\n<p>Barger says the route to productivity is different for each person. Regular, scheduled breaks are essential to decompress and refocus. \u201cSomeone in a crowded house-share could work for an hour then have something relaxing scheduled, like a call or coffee with a housemate. If it\u2019s not scheduled, it won\u2019t happen. Structure needs discipline. If you dive into a Netflix binge during a work day, it won\u2019t feel rewarding later.\u201d<\/p>\n<p>She believes relaxation is also important to recharge. \u201cMeditation is often ideal, but if you\u2019re feeling extremely anxious, it may not be so effective. A few minutes of exercise can help. Try it every day for a week and see how it makes you feel.\u201d<\/p>\n<h2>How can remote working make business better?<\/h2>\n<p>Despite the challenges today, Barger believes there are business wins. \u201cPeople will need to improve their communication skills. It could help improve planning and structure. The commute and office environment had given us structure, but now we need to make it for ourselves.\u201d<\/p>\n<p>Samra notes that physical separation can also unite people on common ground. \u201cAs a planet, we\u2019ve never had a more shared experience. It\u2019s brought my team together by sharing more about our lives.\u201d<\/p>\n<p>\u201cWe live in unprecedented times\u201d has become an overnight clich\u00e9 in the pandemic world. But we need to adapt how we work to meet the challenges ahead. And that starts with looking after ourselves and our people.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>COVID-19 means radical uncertainty for businesses and their people. Workplace mental health experts say managers can boost their team\u2019s resilience.<\/p>\n","protected":false},"author":2521,"featured_media":35048,"template":"","coauthors":[3452],"class_list":{"0":"post-34941","1":"emagazine","2":"type-emagazine","3":"status-publish","4":"has-post-thumbnail","6":"emagazine-category-leadership","7":"emagazine-category-opinions","8":"emagazine-category-remote-working","9":"emagazine-category-transparency","10":"emagazine-category-work-anywhere","11":"emagazine-tag-covid-19","12":"emagazine-tag-mental-health","13":"emagazine-tag-psychology"},"hreflang":[{"hreflang":"x-default","url":"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/homeworking-mental-health\/34941\/"},{"hreflang":"en-us","url":"https:\/\/usa.kaspersky.com\/blog\/secure-futures-magazine\/homeworking-mental-health\/21696\/"},{"hreflang":"es-mx","url":"https:\/\/latam.kaspersky.com\/blog\/secure-futures-magazine\/homeworking-mental-health\/20309\/"},{"hreflang":"pt-br","url":"https:\/\/www.kaspersky.com.br\/blog\/secure-futures-magazine\/homeworking-mental-health\/14952\/"}],"acf":[],"_links":{"self":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/emagazine\/34941","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/emagazine"}],"about":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/types\/emagazine"}],"author":[{"embeddable":true,"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/users\/2521"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/media\/35048"}],"wp:attachment":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/media?parent=34941"}],"wp:term":[{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/coauthors?post=34941"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}