During the first week in January, we saw a post on social media that said, “Dear 2021, we tried the seven-day free trial and didn’t like it, so we’d like to cancel our subscription.” While it made the team chuckle as we shared it across various comms, it also got us thinking that this year it’s even more important than ever to take care of staff wellbeing during what is considered the gloomiest week of the year.
In any given year the third Monday of January is known as ‘Blue Monday’ specifically because of the return to work after the Christmas and New Year festivities, money worries, and cold, dark, damp commutes to and from work. This year though, it’s different. With some staff members potentially having worked remotely for the last ten months, curtailed Christmas and New Year’s plans, children being home schooled, and worries about the future, staff members are likely to be feeling lower than usual. Which is why now is a great time to consider how you are connecting with your team and what you can do to improve their mental wellbeing (even if you don’t see them face to face).
Set aside time to connect
Regular one to one communication with your team is a vital part of any strategy to encourage improved mental health and wellbeing. For staff who are working from home arrange regular phone calls and video chats where they can openly tell you how they are feeling, and you can give them feedback and praise for their work. If you are still operating in a face-to-face environment, you can set up informal face to face chats creating a sense of openness and communication.
A word of wisdom when you are doing this, make sure you actively listen to your staff members and that you make reasonable time for them. There’s nothing worse than being in a catch-up meeting and watching as the person you’re talking to is looking at their watch because they have something straight after.
Tackle and address anything that comes up
It’s true that mountains can grow out of molehills. A small niggle, left unaddressed, can grow into something much bigger. As an employer or manager, if you can show that you are trying to resolve an issue it looks like something is being done as opposed to being forgotten.
Additionally, it shows that you are listening to your staff and are taking their problems seriously. If you fix a minor issue, it will give team members the confidence to come to you when larger problems arise.
Carry on with appraisals
In times of uncertainty and change, having some normality can really make the difference, which is why we recommend continuing with appraisals and reviews and maintaining your schedule. If your team have been working, then their hard work needs to be recognised. Also, they may want to take on training or bring something else to their role, so they should have the facility to be able to review their progress and set targets for themselves. Providing your team with personal goals to work towards gives them the impetus to achieve, even if they are working remotely.
As ever, the team at Dakota Blue are here to assist you with any aspects of keeping your team motivated and happy. We also have useful blogs on how to keep staff spirits up when you aren’t working face to face and on mental health in the workplace which are useful at this time of year and of course we are always at the end of an email or phone.