Burnout and anxiety levels are already high this year as the ongoing pandemic, social unrest, and other stressors continue to affect the emotional well-being of employees.
Now comes the latest: the often stressful Christmas season and the end-of-year hubbub.
Consider this year’s unique set of challenges: Think about vacation spending during record inflation, when paychecks are already maxed out and workers are worried about contracting COVID-19, respiratory syncytial virus (RSV), or the coronavirus. flu during meetings and events, and it’s shaping up to be quite a tumultuous time for employee mental health.
“There’s a lot going on at the same time during this time of year. We’re not taking care of ourselves. We feel vulnerable, we feel pressured, and sometimes we feel triggered,” said Paula Allen, senior vice president of research and total. wellness at LifeWorks, a Toronto-based digital mental health company that runs a monthly mental health index to gauge how employees are feeling in the US and Canadian workplaces. “And this year has its own heightened degree of tension.”
In particular, this holiday season is unique in terms of health risks and concerns. The pandemic has banned many celebrations in the past two years, but with restrictions more or less lifted, more people are planning to gather with family, co-workers and others this year. However, that doesn’t mean the health risks and concerns have disappeared, said Judith Grant, vice president of employee assistance programs (EAP) and work/life services at Health Advocate, based in Plymouth Meeting, Pennsylvania.
“People want to maintain a sense of normalcy after the past few years, but due to concerns about illnesses like COVID-19, the flu and more, some people may be hesitant to travel and meet up,” Grant said. “Along with current economic challenges and other issues, as well as comfort levels around getting together, there can be tension between family members.”
Statistics show that worsening well-being during the holiday season is a common problem. According to BetterHelp, an online mental health service provider, 72% of Americans say they expect something to negatively affect their mental well-being this winter, and 45% are concerned about their mental health during the holiday season. Meanwhile, Allen said, EAP calls typically spike right after the holidays, as dozens of people activate during the holiday weeks.
“There are a lot of positive things that happen during the holidays, like meeting people, which is very important for our well-being,” Allen said. “But because it escalates and it’s based on the schedule, it feels like pressure, it feels like a lot: ‘I have to do this.’ I have to see this person. It may not be what I want to do, but it’s part of the norm.”
Add to that financial stresses, personal life situations such as navigating complicated family dynamics or experiencing hurt feelings that can surface more during the vacation months, and work deadlines (for some industries, the end of the year is the busiest season). busy), and it’s a perfect storm of stressors.
In short, despite the joy of the season, it is not the happiest time of the year for everyone. That makes it all the more important for the company and HR leaders to address employee mental health challenges during this time of year. Promoting available mental health benefits, encouraging employees to use their time off, and embracing flexibility are all smart strategies.
employer help
Now would be a good time for communication about mental health offerings and other benefits, experts said.
“Employees often forget about the benefits that are provided to them and how they can be helpful,” Grant said. “With everything else going on during this busy season, employees may not have this on their minds. Remind employees about your employee assistance program, wellness and other benefits, and how they can help themselves and their family members , especially during this time of year, can be tremendously helpful.”
In general, open lines of communication are beneficial, including providing holiday stress-relieving tips, asking workers how they’re doing, and reminding them of the importance of self-care. Just as important is training and encouraging managers and supervisors to “proactively reach out to their employees to see how they’re doing and offer support,” Grant said. “This pulse check can help identify any potential problems early and provide the necessary help.”
“When individual employees show signs of a more serious problem, it’s important to step in quickly, as appropriate, to help,” he added. “While many employees may show some signs of temporary stress, protracted issues need to be addressed as soon as possible for the health and safety of the employee.” Grant said managers should orient employees to available resources, including HR and EAPs, to help address or resolve a wide variety of concerns.
Helping employees prioritize deadlines and offering additional support to complete work can help alleviate mental health issues that are common during the end of the year. Offering company-wide breaks can also be helpful, industry experts say.
Providing flexibility is also vital, not just in terms of allowing employees to choose their work hours, like leaving early to attend their children’s Christmas play, for example, and encouraging them to take some time off, but also in giving employees a say in how and if they celebrate. For example, large Christmas parties where alcohol is served can be triggering for some. Having company gift exchanges at a time when employees may find it difficult to pay for gifts for their families or other expenses may not be the best idea. And holiday gatherings during a time when viruses are common and on the rise can be stressful and should be optional, Allen said.
“You absolutely should give employees a choice [in certain work holiday events]” Allen said. “You’re allowing people to make decisions without feeling bad about making decisions. You are giving people a sense of control; you’re respecting people’s personal preferences and situations.”
Without help from employers, the greatest stress for employees during this time of year is likely to find its way into the office, creating not only unproductive and unhealthy employees, but also employees who may not feel valued by their employer and are more likely to let them go.
“If you create an environment where people feel comfortable and supported, where mental health is prioritized, where they have information that they can use proactively, these are things that…can really literally change the course of a person’s life.” people,” Allen said. “And it will provide a narrative that really says a lot about who you are as an employer, which will mean a lot to your employees.”
