4 ways to combat stress of long-term remote work during the pandemic
/It’s been nearly a year since the World Health Organization declared COVID-19 a global pandemic, an event that saw many office workers setting up shop in their own homes. And while some thrive in an exclusive work-from-home setting, for many, the cracks are beginning to show.
Human resources expert Janet Candido, Principal Consultant at Candido Consulting Group, says the effects of long-term remote work is having a noticeable impact on the structure of the workplace, affecting both employees and employers. She offers four top tips for mitigating some of the stressors:
Don’t just ‘talk shop’: Both employees and employers are less engaged at home. Unlike the workplace setting, where people would contribute to “water cooler talk” and personal chats, there’s now less engagement both among co-workers and management. Employers can help mitigate this by having weekly one-on-one phone check-ins with employees where conversations do not focus on work.
Adapt to managing a remote workforce: While employees still need to get the work done, it’s imperative employers don’t inadvertently create a ‘hustle’ culture that can lead to burnout. For example, give employees enough time to deal with emails or tasks during their workday, and be mindful of sending emails after hours or on weekends, which could set unreasonable expectations. Especially for parents with kids – they may not always be working within the typical 9-5 schedule.
Set clear expectations: Although the now work-from-home workforce needs some accommodations, employees shouldn’t expect employers to cater to all their needs. Employers should aim to instil perimeters around what a work-from-home situation should look like, such as having a relatively private workspace, the time to devote to the work and reliable internet.
Effects on mental health: Mental health issues as a result of the pandemic are on the rise, particularly for those who live alone. A study by CAMH reports that 80 per cent of Canadians indicated the pandemic has had a negative impact on their mental health. Managers can help mitigate some of these effects by periodically distributing resources and helpful information, such as CAMH, CMHA, KidsHelp, etc., many of which are free or low cost. If possible, employers should consider including mental health coverage as part of their benefits plan.
