Home Business Natalie Roger’s 5 tips for better mental health at work from Unum UK
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Natalie Roger’s 5 tips for better mental health at work from Unum UK

by jcp

By: Natalie Rogers, Chief People Officer at Unum


When asked how can employers help to reduce burnout for staff, and ensure there is no blurring of the lines between home and work 


“Setting out a mental health pathway is a good start to ensuring that you’ve got the right measures in place for stress, burnout or any mental health problem. It’s important to think not only about the support required by employees but also for Line Managers. Providing wellbeing resources and access to treatment is imperative for employees, but it’s just as important to provide training and support for Line Managers to equip them with recognising the signs of burnout and ensuring they are able to signpost employees towards support. Creating a safe space for peer to peer support can also be highly effective for example mental health first aiders, working parent groups etc.”  


“It’s important to set clear expectations and lay out your principles of flexible working so that employees understand where the flexibility lies. It is easy for employees and employers to blur the lines but there are some quick wins that employers can adopt. Encourage employees to foster good habits ie block out time for lunch, provide online stretch classes, create an online chat space (Yammer or similar), and make sure that leaders do not put meetings in before or after the normal working hours. Creating a dialogue and gaining feedback is important too; engagement surveys and shorter pulse surveys are a great way to get a broader feel for how people are feeling about their work life integration. Be creative and listen to ideas that come through from employees.  And for anyone who is struggling to work from home, try to provide an opportunity for office based working or collaboration.”  

1.Ask and listen

“The very first thing any organisation must do is listen to their staff and ensure they feel safe and supported. The partial return to working collaboratively in face-to-face teams for those wanting to spend part of their week in offices must be handled as sensitively as possible. This next transitionary period may be very stressful and could leave many feeling mentally vulnerable. Taking the time to listen to individual’s feedback about ways of working day-to-day and how they envisage their future working pattern will be will not only ensure your team stays productive, but they’re positive too.”

 2.Be conscious about return to work anxiety

“While some of your team may be enthusiastic about returning to pre-pandemic working patterns and will welcome the opportunity to return to offices for a percentage of the week – this won’t be the case for all. Over the past year we’ve seen reports highlighting the impact of remote working. Indeed, a recent study found 44% of staff are finding working from home much harder – physically, mentally, and emotionally – than being in the office[2]. Where possible, make the effort to speak one-on-one with individual team members or survey how people are feeling ahead of restrictions easing further to identify the needs of your staff going forward, which could help manage stress, burnout, or sickness absence down the line.”

3.Communication is key

“Most businesses will find their staff in favour of adopting a “hybrid” working model this year onwards. This will mean managers may have a reduced team working “in the office” whilst others continue to work some or all of the time from home. Therefore, additional attention is needed on the communication of all tasks, projects, company news and incentives and deadlines to ensure no one is excluded from important information, feels ignored or overlooked for remaining at home, which could cause increased online presenteeism. Having clear communication strategies mapped out ahead of time – with a range of people’s inputs – will help create an inclusive and positive working environment for all.”

4.Consider post-pandemic health issues 

“Whether your employees are dealing with grief over losing a loved one or other stress related issues caused by the pandemic, it’s important to recognise the need for compassion, understanding and empathy for any staff who have and continue to be affected. There will be some who still feel overwhelmed by the events of the last year and are not ready mentally or physically to reintegrate with their social and/or professional networks. Having a process for compassionate leave for those who have experienced a loss this past year as well as bespoke and holistic mental and physical health resources will help ease the concerns of anyone suffering at work.”

5.Show them the way

“While GPs are generally very supportive of mental health issues, lockdown has proved how valuable having easy access to remote GPs is for remote staff. Employers can also help by pointing staff to professional mental health support when it’s needed. Unum’s Mental Health Pathway offers GIP customers a specialist first line response and covers holistic, preventative, and early indication support. In addition, insured employees have access to up to 8 mental health support consultations (including an initial assessment) per year via the [email protected] app.”



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