Leading in 2021

We can’t talk about leading in 2021 without taking into account the emotional state of our employees and our teams.

You may have seen some of the latest research around the Mental Health statistics for employees.

Here’s an excerpt from the Morneau Shepell Mental Health Index report from December 2020. The Mental Health Index report measures the current mental health status of employed adults amidst the Covid-19 pandemic across Canada, the US, the UK, and Australia.

The lowest mental health score… is observed among the twenty-nine per cent of individuals who report job uncertainty as the most stressful part of adapting at work during the pandemic, followed by twenty-four per cent who report work strain/overwork…, and thirteen per cent who report a change in work location…. The COVID-19 pandemic has led many Canadians to reconsider their personal and professional priorities. Previous findings (November 2020) indicated that nearly one-quarter (24 per cent) of Canadians have considered a job or career change because of the pandemic. In the current month, respondents were asked whether they have considered leaving their jobs since the beginning of 2020. Over one-quarter (28 per cent) of individuals have thought about leaving their job. The most reported reason for considering leaving is increased mental stress/strain at work (53 per cent). Nearly one-quarter (24 per cent) have considered leaving their current job due to their employer’s response to COVID-19.

If over one-quarter of employees are considering leaving their current job and many more are experiencing mental health challenges, what does that mean for you as a leader within your business?

Acknowledging the reality of this is the first step.

I am not a mental Health professional but here are some ideas that I’ve sourced that could support you. There are additional resources for employers linked below:

1. Ensure people are aware of their benefits and how to access them. This might be a great time to review more thoroughly the types of services (including the various Mental Health services) that would be covered, with your team.

2. Support your employees by normalizing the conversation about tending to mental and physical health. Talking about ways to take care of one’s own mental & physical health (hobbies, exercise, etc.) and supporting your team in their work-life balance can create a culture where employees feel supported.

3. Regularly acknowledge their efforts. We all want to feel seen and heard especially at work. Acknowledge your team individually and as a group for what they do, when it’s appropriate. (Be as specific as you can be in your acknowledgments. Eg. their specific actions completing a project or initiative.)

4. Continue to stay connected with each employee through regular 1-1’s. Consistency is most beneficial whether that’s weekly, bi-weekly or monthly. This is an opportunity to check-in personally to see how each employee is doing on many different fronts.

NOW is YOUR time.

Ariana

PS: Here’s a resource for employers called the ‘Not Myself Today’ toolkit from The Canadian Mental Health Association.

PPS: Also, there are fact sheets and other resources found here at The Canadian Centre for Occupational Health and Safety.