How Remote Working Can Impact Employees’ Mental Health

Human capital is deemed one of the most valuable resources in our economy. Yet, when it comes to making the most of this “asset”, many businesses lose focus.

When looking to grow sustainably, one must remember that human capital is in fact “human”, and as such, requires care and support to thrive. And although “emotional intelligence” has been top of mind and headline worthy these past few years, it seems that companies still have a lot of work cut out for them when it comes to truly understanding how to best care for their employees and embrace mental wellbeing as central part of their business model.

With the rise of remote work, it’s essential to explore how this shift impacts employee wellness and, in turn, their productivity. How can we foster a supportive environment that prioritises mental health? And what steps can employers and managers take to ensure their teams feel valued and supported? Let’s delve into these questions together.

How Is Remote Working Affecting Your Employees’ Mental Health?

In the recent years, we have seen flexibility as a benefit rise in popularity and in some cases, become an intricate part of a company’s business model. Flexibility has even gone as far as become a way for companies to differentiate themselves from their competitors to attract and retain talent. 

Whilst working from home on an ad-hoc or permanent basis might have become the norm for some companies (especially up and comers in the tech industry), flexibility at work is most certainly not a widespread benefit, especially when the nature of the business, its location or even its management style doesn’t allow for it (think logistics, construction or brick and mortar retail businesses for instance).

Regardless of where your business stood on flexibility a few years ago, many industries and businesses have since re-evaluated their stance, with a significant portion of the workforce now experiencing remote work and flexible arrangements. This shift has allowed many to explore the benefits and challenges of these new working models.

From increasing productivity, saving time, assisting with work-life balance, and even fostering greater overall happiness, remote work offers undeniable benefits for both employers and employees.  For instance, a 2023 study by FlexJobs revealed that 65% of respondents are more productive working from home than in a traditional office.

However, remote working can have the opposite effect when extended over long periods or perceived as mandatory rather than a benefit. According to a 2023 survey conducted by Buffer, 20% of remote workers reported feeling lonely and 18%struggled with collaboration and communication. Additionally, a 2023 study by the American Psychological Association found that 45% of remote workers found it challenging to separate work and personal life, leading to increased stress and decreased productivity.

Moreover, the gender-specific impacts of remote work are significant. Women, in particular, have been disproportionately affected due to unpaid domestic and care work. A study by the European Institute for Gender Equality (EIGE) in 2021 found that women spend three times more hours on unpaid care work than men. This increased burden can lead to higher stress levels and a greater struggle to balance work and personal life. The International Labour Organization (ILO) also reported that the pandemic exacerbated these inequalities, with women taking on more domestic responsibilities while working remotely.

In such situations, it can be challenging for employers or team leaders to know how best to support their employees without being intrusive. This brings us to our next point…

Why Is Mental Health So Hard To Address?

As a leader and as an employer, we understand that your main goal is to bring out the best in your people so as to be more productive, more profitable and foster growth. Yet, without proper support, employees can very quickly spiral down and not be in the headspace to give their best at work.

It is widespread knowledge that understanding how people feel is the first step in supporting them. Yet, it is still incredibly common for leaders and managers to be uncomfortable or not know how to best address the topic of mental health with their colleagues and team members. 

For some, it goes beyond the conversation and extends to difficulty in reading body language so as to determine whether someone on their team is doing well or going through hardship. Add in social distancing, and all of a sudden an accessible challenge becomes a much larger and more overwhelming hurdle to overcome.

With the added stressors of navigating uncertainty and working from a distance, the importance of opening up conversations around mental wellbeing at work and providing a safe space to speak up about things like burnout and isolation is especially important. 

So why is it so difficult to find out whether your employees need help or not and why being open is key?

1. We are all different

We all go through different phases of our lives and have “different mountains” to climb, but not all of us manage these hurdles the same way. 

Anxiety and stress are common factors which influence the way we react to any given situation and some need more support than others. This is even more important in times of crisis.

Although it is undeniable that as an employer you have your own set of challenges and worries to handle, it is also incredibly important to empathise with the pressure that employees may go through without a tangible view on the business plan and figures.

2. Fear

Overcoming the discomfort of talking about mental health is hard. One of the main challenges that come up is the ability to empathise with your team members, which can sometimes bring up personal fear of our own.

Most people do not like replaying painful memories of their life and even less, consider the possibility that they might need mental support. This is mainly due to the fact that for the better half of our human existence, mental health has been a taboo subject at home, and even more so at work.

This fear was built upon the (wrong) idea that needing support means you are somehow weak. It is important to remind your team that the ability to be and share their vulnerability is in fact a strength. The only way to do so is to lead by example, let go of your own fears, taking responsibility for your emotions and be vulnerable yourself. 

Share your discomforts, fears and challenges with your team. Remember your humanity. By doing so, you will open the path for them to be vulnerable themselves.

3. Stigma

Speaking of taboo, it is important to note that the stigma surrounding mental health is still very present amongst the greater population.

Even though a lot has been done in this space, a huge amount of work still needs to be done in the way businesses address it. Mental illness is a challenge, but it is not a weakness and this understanding needs to come from the top.

Supporting Employee’s Health & Wellness

The stigma attached to mental illness can make employees reluctant to seek help, fearing it might put their position at risk. However, failing to acknowledge an employee’s mental health can hurt productivity, professional relationships, and have long-lasting effects.

Professional support needs to improve. Employers should be as flexible, sensitive, and open-minded about mental health as they are about physical injuries or parental leave.

This might seem daunting, but it doesn’t have to be. Here are a few ideas you can implement quickly to support your teams and, in turn, support your business:

Lead by Example from the Top Down

When managers support and participate in wellness initiatives, employees feel more supported and tend to follow suit. Empower your managers and leaders with mental health training so that they too feel supported.

Create a Mental Health Policy

A great way to lead by example is by clearly stating what you stand for as a business to establish a safe space for all employees. Start by defining your goals with your HR team, then draft a policy. Seek input from mental health experts and your legal team to ensure the policy is inclusive and thoughtful. If this seems overwhelming, consider outsourcing to a local HR expert.

Hire a Coach or Mindfulness Professional

Providing technical training for employees is on the rise, but why not leadership or mental health coaching? Having a professional help with stress, resilience, or leadership can be extremely beneficial. The same goes for a meditation teacher.

Offer Free Screening Tools

Being open about mental health at work includes providing free screening tools for employees. This gives them the chance to assess their risks and seek support if needed.

Implement “Headspace Leave”

Taking time off for mental health should be as normalised as taking time off for physical health. Offering flexibility around working arrangements and being inclusive about how “personal leave” is used can make a significant difference. For instance, we’ve created “Headspace Leave” as part of Personal Leave, which can be taken by our employees when needed. This shows that we value their mental wellbeing just as much as their physical health.

Normalise Mindfulness

Introduce opportunities for employees to focus on their mental wellbeing, both inside and outside the office. Exercise and nutrition are strong factors in our wellbeing. Offer incentives for wellness program participation, free (online) gym memberships, or access to fresh fruit and veg at the office. Providing access to an app-based mindfulness training program like Headspace can also help reduce stress.

Additional Initiatives

– Emphasise Communication: Keep employees informed about the steps your business is taking to support their wellbeing.

– Be Transparent: Be open and transparent with employees about their job security.

– Stay Connected: Use video conferencing and collaboration software such as Slack, Zoom, or Microsoft Teams to stay connected.

– Celebrate Milestones: Create and set aside “water cooler moments” and celebrate milestones, such as birthdays and anniversaries.

For Employees: Tips for Remote Work

To mitigate the negative effects of remote work, consider implementing the following practical solutions:

1. Set Boundaries

– Establish a Routine: Set regular working hours and stick to them. This helps create a clear distinction between work and personal time.

– Communicate Availability: Let your team know your working hours and when you are available for meetings or collaboration.

2. Create a Dedicated Workspace

– Find a Quiet Space: Choose a quiet area in your home where you can work without interruptions.

– Ergonomic Setup: Ensure your workspace is ergonomically friendly with a comfortable chair, proper desk height, and good lighting.

3. Take Regular Breaks

– Follow the Pomodoro Technique: Work for 25 minutes, then take a 5-minute break. After four cycles, take a longer break.

– Move Around: Use breaks to stretch, walk around, or do a quick exercise to refresh your mind and body.

4. Stay Connected

– Regular Check-ins: Schedule regular video calls or check-ins with your team to maintain communication and collaboration.

– Virtual Social Activities: Organise virtual coffee breaks or team-building activities to foster a sense of community.

5. Manage Workload

– Prioritise Tasks: Use tools like to-do lists or project management software to prioritise and manage tasks effectively.

– Delegate When Possible: Don’t hesitate to delegate tasks to team members to avoid feeling overwhelmed.

6. Focus on Mental Health

– Mindfulness Practices: Incorporate mindfulness or meditation practices into your daily routine to reduce stress.

– Seek Support: If you’re feeling overwhelmed, don’t hesitate to reach out to a mental health professional or use employee assistance programmes.

7. Maintain Work-Life Balance

– Set Clear End-of-Day Rituals: Have a routine to signal the end of the workday, such as shutting down your computer and tidying your workspace.

– Engage in Hobbies: Spend time on hobbies or activities you enjoy outside of work to relax and recharge.

8. Optimise Communication Tools

– Use Collaboration Tools: Leverage tools like Slack, Microsoft Teams, or Zoom to stay connected and collaborate efficiently.

– Set Meeting Agendas: Ensure meetings are productive by setting clear agendas and objectives.

Conclusion

We know how challenging it can be to have uncomfortable conversations and even more so in times of uncertainty. However, this is precisely when strong leadership is needed. There is no better time to go beyond the simple “How are you?” in your next Zoom catch up or phone call with a peer or team member.

Ask them how they truly feel and how they’ve been coping. Be vulnerable yourself by sharing how you’ve been affected personally as well as ways of how you’ve been taking care of your own mental health. You never know, you might learn a thing or two from your own team members. Change starts from the top, and now more than ever is the time to lead by example.

If you need support in fostering a mentally healthy workplace, our HR experts are here to help. We offer holistic services including HR coaching, policy drafts, and much more. Contact us today to learn how we can assist you in creating a supportive and productive work environment.