While many South African business leaders and employees initially embraced the shift to remote working with both enthusiasm and energy, there can be no doubt that symptoms of fatigue and burnout are starting to show. Not only do employees have to work harder to remain focused and self-motivated at home, but they also have to deal with the anxiety and stress of a global pandemic - and the economic fallout of the national lockdown. Perhaps unsurprisingly, experts are warning of a ‘mental health’ pandemic in South Africa, which could be as devastating and widespread as the novel coronavirus. Within this challenging context, business leaders and managers across industry sectors have a critical role to play in keeping their teams positive, supported and aware of the importance of mental wellbeing (in addition to physical wellbeing).
There are many immediate and actionable strategies to achieve this - and by supporting the mental wellbeing and health of employees, leaders inevitably create a more robust and sustainable business that can withstand external shocks with greater ease.
Enforce structure within the workday
With many employees working from home for the first time, there is a strong tendency to plug in for hours on end without taking breaks. Unlike working at the office, where employees often take time out to get lunch or have a casual chat with a colleague, remote working can result in an inability or failure to take regular breaks and disconnect from technology. In addition, many employees find that there is no real end to the day (with many saying that the drive home used to provide a natural transition into the home environment). The result? We have noticed a marked increase in productivity, but there is a spike in the number of employees feeling fatigued and burned out.
As a leader, it is therefore so important to encourage (or make it a rule) for employees to take regular breaks, as well as an official lunch break. Also, make sure that employees are ‘switching off’ at a set time at the end of the workday, and are disconnecting from work conversations entirely. Essentially, the management or leadership team needs to create a structure that helps employees draw a line between work life and home life, and as always...lead by example.
Encourage employees to take leave
With government curfews and restrictions on travel, many employees have been ‘banking’ leave days and not taking any significant time off work. This has arguably added to the burnout and sense of imbalance that many teams are struggling with. As a result, leaders should consider implementing compulsory days off and even, in some instances, force employees to take some of their paid leave days to disconnect and recharge. Leaders and managers should consistently communicate the importance of taking time off to spend time with loved ones and to prioritise health and wellbeing. This tone needs to be set by leadership and supported by line managers and team leaders.
Schedule regular 1:1 check-ins
No matter the industry or sector in which your business operates, your people and teams are your most powerful and important resource. As such, it is naïve to make major decisions without really understanding where your employees are at - and what challenges and opportunities they are facing. With this in mind, leaders should be having regular one-to-one discussions with employees to gain insight into their working experience and what they are struggling with - particularly during such a volatile period. This ‘personal’ time with employees is one of the most valuable investments that a leader can make - as the insights gained can actually make or break the entire business. These discussions also provide an opportunity to be more human and to show vulnerability as a leader - which is consistently being listed as a key facet of courageous leadership.
Ultimately, every business has a heartbeat - and one way of keeping a vital and energetic pulse is by engaging regularly with every employee on an authentic and individual level.
Connect around personal interests & talents
By shifting to remote working, employees have far fewer opportunities to connect on a more personal level with colleagues and to get to know them outside of the work environment. Yet this more human connection is a fundamental part of generating compassion and empathy, and the creation of a harmonious working culture.
Leaders should therefore create opportunities and platforms for employees to connect in different ways and showcase their individual talents and interests. For example, we have a Friday drinks event, during which people have the opportunity to share something they have created or worked on - such as playing the guitar or having a live DJ session hosted by a team member.
Communicate clearly and consistently
In a stressful environment in which the business and political climate is changing all the time, leaders have to communicate clearly and regularly with their teams to avoid any confusion and the unnecessary build-up of stress. Be human, concise and clear - and as much as possible, keep your employees informed around any major changes or plans within the business. In addition, make sure that employees have multiple channels and opportunities available to them to provide honest feedback and to have a clear role in positively shaping the business culture and working experience.
