How to support mental health during these unsettling times

The COVID-19 pandemic has created an enormous amount of change with the introduction of furloughing, an increase in home working and a huge shift in our day-to-day.

The current situation has taken a toll on many people, especially those who have been living alone for the past few months, have sadly lost a loved one, or if mental health was already an existing challenge for them.

To help you through these turbulent times, we’ve highlighted a few factors you can look to implement in your HR strategy to support the mental health of your workforce.

Communications are key

While communicating with employees during the pandemic may seem simple, it can be challenging as traditionally we focus on talking, informing and problem-solving rather than listening and empathising.

When employees are dealing with a challenging time, in most cases, they want to feel understood and heard which your messaging should reflect.

Additionally, we frequently hear from employers and HR professionals that they worry about communicating too much but during these uncertain times, keeping everyone in the loop is vital to supporting mental health.

Consider using regular newsletters and updates that include not only business information but local news and team achievements to help remind employees that they’re part of a team.

Eliminate prejudice

A huge step to supporting employees with their mental health is eliminating any prejudice surrounding the topic.

Whatever negative labels your organisation attaches to mental health consciously or unconsciously needs replacing with understanding.

“Mental health is just a human condition and depending on what storm of life is passing us by, we’re all prone to these moments.” – Hazel Lowndes, Founder, Ginger Dog

The more we relax our own humanity, and the less we judge people for underperforming during challenging periods, the easier it will be to support their recovery.

Invest in Mental Health First Aiders

Having a Mental Health First Aider for anyone who is struggling can be incredibly useful, guiding employees in distress to the relevant help and providing informed advice.

Also, using individuals from outside the HR team can be very valuable as it encourages better communication within the business.

“Some feedback we received was that people didn’t want to approach the HR team, but they were keen to speak with an independent Mental Health First Aider if they were struggling.” – Marie Walsh, Employment Lawyer, Consilia Legal

Stephanie Coward

Managing Director, HCM

Stephanie Coward is Managing Director for HCM at IRIS, where she leads the strategy, innovation and growth of the organisation’s HR and payroll portfolio. She is responsible for positioning IRIS as a trusted partner to HR professionals and ensuring its solutions support the evolving needs of modern workforces.

With more than 25 years’ experience in the technology sector, Stephanie brings deep commercial and operational expertise, with a passion for improving the employee experience through technology.

Stephanie is committed to advancing IRIS’ HCM offering and helping organisations build more resilient, empowered workforces.