Returning to Work — Bridging the Gap Between Mental Health and Physical Safety

Many states across America are beginning to reopen, and people have mixed feelings about this. While some are ready to get out of the house, others are concerned that businesses are opening too soon. Businesses are incorporating plans to help keep employees physically safe while they begin to reopen; however, not many are discussing helping employees with their mental health. It’s important to consider mental health in the workplace along with physical health. Because anxieties have risen greatly during this pandemic, it’s essential to take the emotions of all employees into consideration when creating a plan to reopen business.

In this article, we discuss how to implement a back-to-work plan with mental health as a top priority. Steps that are imperative to take include transparent communication regarding employer’s current back-to-work plan, incorporating employee feedback into the plan, encouraging a discussion about mental health in the workplace, and keeping the plan flexible. We’ll go into each step in detail to help employers bridge the gap between mental health and physical safety.

Communicate with Openness and Transparency

Much of the anxiety stemming from the pandemic includes physical health not only but also the uncertainty of what this pandemic brings. People are concerned that they may be furloughed, they could lose their jobs, they might not be able to afford basic living necessities, etc. So much is unknown about this virus, the economic consequences that it brings, and the impact on everyone’s personal life.

This is why it’s important to openly communicate with your employees by addressing their fears for the future and answering their questions about workplace safety. To start, gather employee input on what they feel constitutes safely returning to work. The first step in creating a plan that incorporates mental health in the workplace is to ensure that employees’ emotions are taken into consideration, and not just their physical health.

It’s important to address questions and concerns that your employees have. They may be worried about losing their jobs if they’re not comfortable returning to work. Since many schools remain closed, employees may not be comfortable sending their kids to daycare just yet or may not have the means to do so. Employees with medical conditions may be at a higher risk for infection, causing anxiety if they return while the virus is still spreading. The concerns regarding returning to work can be varied but are all equally significant to discuss. During this time, make sure that there are no communication gaps between the company and its employees to ensure a smoother transition back into the work environment.

Incorporating Mental Health and Physical Health into Your Plan

While each state has their own requirements, the CDC has released guidelines to help businesses keep their employees safe and prevent the spread of infection. These guidelines are a great first step toward ensuring the physical safety but not enough to ensure the mental well being of employees. Therefore, there are more steps employers need to take to provide employees with mental health support. While the CDC guidelines and state requirements will help alleviate some of the anxiety about returning to work, further input from employees will aid in the completion of a plan that takes both physical and mental well being into consideration.

The COVID-19 crisis has affected everyone differently, and companies will see different reactions from employees as they return to work. In April of this year, around 70% of Americans experienced mental distress ranging from moderate to severe. Compared to data taken in 2018, the number of people experiencing mental distress has tripled. Between the social isolation, economic issues, and concerns regarding health, most Americans are experiencing mental health issues.

Companies need to be aware of any signs of emotional distress from employees. Some signs can include irritability, anger, absenteeism from work, difficulty concentrating, difficulty making decisions, or difficulty getting back into the work routine. Educating managers, supervisors, and employees of what signs to be aware of and encouraging them to seek therapy if they began noticing signs of emotional distress should become part of any return-to-work plan.

Communicating Your Plan With Your Employees

As mentioned before, employee input will be immensely helpful when creating a back-to-work plan. By having an online meeting with your employees or sending out surveys, you can assess any concerns they have and what would make them feel more comfortable. Ask employees to discuss their primary concerns, then work toward a solution for a comfortable work environment.

Also, communicate what guidelines and restrictions your company will put into place for the mental health and physical health of all employees. If your business is currently putting a plan into action, communicate this to your employees and let them know what plans you’ve started. Tell your employees what to expect when they come back to work and what your company plans on doing to alleviate their concerns about workplace safety.

Encourage employees to discuss their emotions about returning to work. If they feel hesitant, overwhelmed, or anxious, let them know that therapy is available should they decide they want to use it. Continue to encourage open communication and assure employees that they are able to voice their concerns whenever they’d like to.

Ensure Your Mental Health Plan Remains Flexible

Navigating COVID-19 safety and reopening businesses during a pandemic is new territory for everybody. Therefore, any return-to-work plan should be flexible. We don’t know what the future brings and we don’t know what other issues may arise, but keeping a flexible plan allows employers to better adapt to situations as they come.

It’s possible that the first return-to-work plan won’t be successful, so tweaks or changes may need to be made. Employees’ needs may also change over time. If changes do happen, continue to keep employees in the loop through open communication and transparency and continue to gather input from employees to keep up with their needs and concerns. By keeping open communication a key part in your return-to-work plan, employees will feel comfortable knowing they’re listened to and will feel confident in the plan, especially if their input was incorporated.

We live in uncertain times right now and as businesses reopen, employee anxiety may increase. Making sure a plan is in place that incorporates open communication, transparency, employee input, physical safety, and mental health support such as therapy can help alleviate anxieties that employees may be feeling. By bridging mental health and physical health in your plan, your employees will feel better taken care of. Contact us to learn more, at partnerships@springhealth.com.