At the outset of the COVID-19 pandemic, companies moved quickly to build a psychologically healthy workplace, often while negotiating the problems of a totally remote workforce for the first time. As organizations transition to a hybrid model that combines remote and onsite working, employers must once again address the question of how to care for their employees’ mental health and well-being, this time in a hybrid format.

With hybrid working arrangements expected to remain an important component of our post-COVID-19 future, companies must understand how to help their employees maintain their mental health and well-being while also ensuring that those who require assistance receive it.

Managing a hybrid workforce necessitates a unique leadership approach. It is a difficulty for many CEOs who have never had to manage a team that works from home.

Identifying the indicators that someone is struggling with their mental health is understandably more challenging when half of your staff works remotely at all times. As a result, it is increasingly necessary for you to be aware of the indicators that someone may require your assistance and support. Common indicators include a shift in attitude or behavior, changes in how they interact with others, withdrawal from work, a loss of motivation or attention, or feelings of exhaustion or anxiety.

So, how can you ensure that you are doing everything possible for your team and prioritizing their mental health and wellbeing during this period?

1. Support your employees and be understanding

For some people, moving to remote working was a challenging adjustment and they may continue to struggle in the hybrid working model. So, an extra level of understanding and compassion towards each team member’s personal situation is needed, even as things begin to return to some sort of normality.

Ask yourself whether your employees have everything they need to be happy and productive. Do they have the right level of support – if they don’t, ask what additional support they require. For instance, do their hours need to change to allow them to manage home commitments, are there aspects of their role that need to adapt to help them carry out their job or is training required to help them cope.

Open a two-way dialogue and create a space for them to raise their concerns and to be vulnerable. This will help you to gain a valuable understanding of their unique situation. It’s also important for you to be a compassionate and authentic leader, taking a genuine interest in your employees as people and consciously putting yourself in their shoes. Your team will then feel comfortable in approaching you for support. Don’t be afraid to show that you are only human too and that you too struggle at times.

Also, consider the language you use with your employees. You must convey your understanding of how they feel and the challenges they are facing on a daily basis. Think about how you are referring to employees based in separate locations to avoid a feeling of segregation or making people feel inferior by talking about ‘Team A’ or ‘Team B’. Adjust your language so you are empathising with their situation, as opposed to sympathising.

2. Show your people that you trust them

Regardless of whether you are managing people who are in the same physical workplace as you or not, it’s important to take a step back and trust your employees to deliver what is expected of them. Trust is essential during challenging times.

3. Facilitate open and honest communications

Over the past few months, organisations have taken proactive steps to ensure their staff do not feel isolated. One way this has been achieved has been through increasing the regularity of communications. So, going forward as we transition to the next era of work, continue to take such proactive steps.

Share good news stories from across the business, make sure your people are up-to-date with the latest company developments, communicate best practice and check in from time to time to see how each individual is coping. This is important, because in a rapidly-changing environment, things can alter very quickly and staying in regular contact will help to lessen any anxiety people may feel if they are otherwise left in the dark.

When contacting your team on a regular basis, be sure to not constantly ask for updates on their work. Instead, make communication two-way by also keeping people informed about the good things happening across the team and company. Importantly, let them know that they’re valued, as this will cultivate a sense of belonging among a divided team. Steps such as these will help to nurture a feeling of togetherness, whereby your people don’t feel as disconnected from their colleagues, ultimately helping with their wellbeing.

4. Encourage connectivity and bring your hybrid team together

When teams are divided and everyone is not physically present in the room, it is even more critical to make sure everyone feels included. Inclusion was at the top of many HR leaders’ priority lists prior to the crisis, and it has grown even more crucial since the pandemic’s early phases. So, foster a sense of community among your team members and convey the notion that their opinions and feelings are valued, even if they are working remotely.

Read Also: Creating an Inclusive Culture in a Hybrid Workplace

There will surely be obstacles; you cannot simply schedule a team call and expect that everyone arrives and shares their thoughts or ideas. My colleague Yvonne Smyth, Group Head of Diversity & Inclusion, has this to say about it: “Remember that while hybrid working patterns will require everyone to continue to use technology as part of their daily communication with colleagues, not everyone will or can engage and embrace it in the same way. Observe when and how people participate. Those who do not participate are equally important, and they may have a reason for not doing so. Do not make assumptions; instead, investigate and listen to the reasons why with the necessary sensitivity.

Then make acceptable alterations, such as varying the ways you choose to engage. Don’t let people who are out of sight stay out of mind.

Given this, it is critical to make every effort to connect people. You can, for example, organize team events to bring together remote workers and office workers. In addition to formal work events and regular team check-ins, provide informal opportunities for employees to connect with one another. Many organizations and teams have accomplished this through enjoyable interactive weekly quizzes; having that social time together is crucial, and it will assist to prevent a separation between those in the office and those at home.

You may also utilize such interactions to reinforce your company’s principles and strengthen your shared identity by praising your team’s accomplishments and reminding people why you do what you do.

5. Encourage a positive work-life balance

For those who continue to work from home, even if it’s only one or two days per week, their living and working spaces will have become one and the same. This makes it even more difficult to maintain a good work-life balance. As a leader, you must ensure your team are giving themselves the time to switch off at the end of each working day and relax. So, look out for signs that this isn’t the case, such as emails being sent out of hours.

In such cases, make sure there is a clear distinction between working hours and non-working hours, depending on circumstances. Encourage your team to pack up their laptop at the end of the day and make sure they take their full holiday allowance.

Don’t forget about employees who have returned to a co-located workspace either. If you are also operating in a hybrid model, you probably won’t see them as often as you usually would. These tips should apply to your office-based employees as much as your remote workers.

6. Increase your focus on wellbeing programmes

According to our Hays Barometer Report, 72% of employers think their organization’s focus on mental health and wellbeing has increased significantly or moderately during the COVID-19 epidemic. Despite this, 42% of professionals consider their present mental health and well-being as positive, a decrease from 63% pre-outbreak.

Given this, the mental health and well-being of employees should remain a top priority. There are several ways available to assist you in achieving this goal, so learn how to promote mental health and wellbeing in the workplace and put them into action.

7. Strike the right balance in the hybrid model

It is critical to strike the correct balance between remote and onsite working. Working from home was a temporary solution to the coronavirus pandemic. It is impractical to expect 100% of your personnel to work from home all the time. However, it is also impractical to expect your entire team to return to working only from the office after the need to stay from home has passed.

Consider what ideal daily percentage of your staff you might support working remotely without compromising client engagement, mental wellness, or team culture. Whether it’s 20 percent, 30 percent, 50 percent, or more, this should become the norm as people search continue working remotely.

Furthermore, not all of your employees will want to work from home, nor will they want to work in an office. As a result, it is necessary to accommodate all sides and comprehend what works for some but not others. Make an effort to listen to everyone’s worries, understand their circumstances, and help them in any way you can; this will ensure that you continue to prioritise their mental health and well-being during the shift. It is ideal to initiate these discussions with your staff as soon as feasible.

8. Be a role model

To really understand what good looks like, you need to be displaying the behaviour you expect from your team. So, take care of your own mental health and wellbeing and set the right example.

For instance, set your own clear hours and be sure not to send emails out of hours. Let it be known that you have a clear definition of when it’s time to work and when it’s time to relax and exhibit a good work-life balance. This will not only set a good example to your employees, but it will ensure that you are looking after your own mental health and wellbeing. No one is immune to the stress of everyday life and that includes you.

It’s also important to consider that the hybrid working model is new to most of us – therefore, you can’t be expected to have all the answers right away. Be honest with your team, don’t come across as all knowing, show them your weaknesses and let them know this is something you will have to figure out together.

We hope you find this advise useful. If you’re still having trouble understanding the issues your team is facing in a new hybrid model, ask them what they need to feel supported so they can be the best they can be.

The epidemic has been a difficult time for everyone, for various reasons. However, we must take the positive outcomes and build on them. People’s mental health and well-being are extremely essential, so make sure they remain a priority as your organization transitions into the next era of work.

What Role Does Leadership Play in the Wellbeing of a Hybrid Workforce?

Leadership promotes employee well-being by setting the tone and influencing company culture. There are five critical steps business leaders may take to support their mixed workforce.

1. Establish clear policies and guidelines.. This includes communicating clear policies and expectations for being in the office vs. remote. It also includes making sure all employees understand company expectations for communication and collaboration within their hybrid environment.
2. Communicate and regularly check in. Leaders should facilitate open communication and foster a sense of belonging among remote team members. Regular check-ins, virtual team-building activities, and opportunities for informal interaction can help maintain connections and strengthen relationships within the team.
3. Lead by example. Leaders who prioritize their own well-being in a hybrid workplace demonstrate the importance of self-care and set a positive example for their teams.
4. Encourage boundaries. Leaders should encourage and model clear boundaries to promote work-life balance. This can include actions like not contacting employees after working hours, or rescheduling emails to be sent during work hours.
5. Ensure equal opportunities. Leadership recognition and communication around policies should help ensure equal opportunities for advancement and fairness for all employees, regardless of work location.