Covid-19 has undoubtedly had a devastating impact on the nation’s physical health, but the impact of the lockdown on people’s mental well-being, has also been long-term and alarming.
The ONS reported that one in five people are considered to be on the threshold of depression, twice that of this time last year. A survey by Qualtrics echoes this by finding that 44.4% of newly remote workers said their mental health had declined since the outbreak of the pandemic.
From struggling with grief from the loss of a loved one, worrying about family in different locations, juggling with work and home life, isolation from working at home or anxiety about the future – we’re all experiencing the mental impact of the pandemic.
While the government is working to support businesses from the distressing implications of nationwide lockdowns, I firmly believe that now, more than ever, employers too must play their part on this road to recovery by continuing to extend support to their employees. Providing timely and relevant employee experiences, especially during moments that matter, is a priority for us at SAP.
Here are some tips to help you drive a wellness agenda within your organisation:
- Understand: Know your employees
Ongoing communication is imperative in understanding what support employees need, when they need it and how it should be delivered. Throughout the pandemic, we at SAP have focused on understanding how all our employees are feeling through regular employee surveys and check-ins. This has helped us unearth any concerns and enabled us to communicate and make decisions that are empathetic to everyone’s personal circumstances.
Regular pulse surveys have been conducted using our Qualtrics platform and have received immense engagement and provided insight into how employees are doing. Given the magnitude of the challenge organisations of all sizes are facing, SAP also made the tool available for anyone to use free of charge. At the height of the pandemic, over 7,600 organisations were recorded across the globe using the sentiment measurement tool.
Many organisations, including Thames Water, conduct regular ‘cultural surveys’ to gauge what staff are thinking and feeling, enabling the organisation to make more informed decisions about its employee well-being initiatives.
- Act: One size does not fit all
This experience has been different for every one of us, and therefore tailoring our approach to different individuals by offering help in a variety of ways is essential in providing genuine support across the organisation.
At SAP UK we provide a variety of tailored services, for example, Peppy Parenthood provides support via an app to new parents, ‘never lunch alone’ is an online platform that connects SAP employees from all over the world who are feeling isolated during lockdown. We also have our popular Music Diet wellness programme that uses sound and music as a tool to boost brain health and mental resilience using neuroscience-based techniques. We host weekly live employee singalongs, virtual guitar lessons and Neurobics booster sessions. So far, we’ve had a staggering 290 employees learn to play the guitar and 100% of attendees said their Music Diet engagement benefitted their mental well-being.
Accenture too allows employees to choose individual wellness goals and track their progress using the “Accenture Active” app. The organisation provides support along the way and rewards them when the goals are achieved.
- Enable: Equip your employees with the right skills
Mental health is regarded as one of the most neglected areas of the human condition. It is important for businesses to identify their role and responsibility in maintaining the mental well-being of their employees; a task only made more difficult by virtual working, forcing businesses to adapt and innovate to provide essential support to employees.
Equipping your staff with the right skills and resources is key. Mental health first aid training ensures employees have direct access to colleagues that are qualified to help. At SAP UK we have a Mental Health First Aid programme, providing employees with direct access to colleagues qualified in mental health first aid. Pre-lockdown we had 12 mental health first aiders, but we have since committed to training 50 members of staff as mental health first aiders by the end of the year.
Another example is EY’s “R U OK?” initiative, fostering a culture of caring which aims to build awareness about mental illness and addictions, remove stigma and show those who are struggling that they are supported, much like SAP’s “Are you Ok” initiative. Webinars are hosted every month for employees on topics to help improve mental and physical well-being, including mental health first aid training. Pladis, the global snacking company behind some of the UK’s most loved brands such as McVitie’s, has implemented a grassroots mental health initiative to recognise the importance of good mental health and the positive impact it could have on all aspects of life. The company has committed for all 300 of its line managers to be trained in mental health awareness, as well as offering education to all employees.
As the numbers of individuals struggling with their mental health rise, equipping them with the resources and understanding to help those in need is vital. Mental Health First Aid (MHFA) England, a UK based social enterprise, offers a range of training to empower people to spot signs of mental ill health and offer first aid support. The resources provided by both Mind and Rethink Mental Illness are also invaluable in supporting our own mental health programmes and initiatives.
Act now, for the future
If businesses have not already acted, they must act now to protect employees, and subsequently, our economy. According to a World Economic Forum and Harvard School of Public Health study, the cumulative global impact of mental disorders in terms of lost economic output will amount to $16.3 trillion between 2011 and 2030.
With a global workforce of more than 100,000, SAP has taken a pioneering role in offering its employees innovative programs to enhance their well-being and maintain positive mental health. A holistic view of employee well-being that includes physical, psychological, social, motivational, and financial well-being is the most effective way to provide support.
Before Covid-19, we had an established employee well-being programme in place, but demand has understandably increased for these programmes over the past eight months. Whether it is a group of employees collaborating to organise virtual fitness sessions, or a company-wide campaign to encourage mindfulness when working from home, putting the interests of your employees first will deliver long-term outcomes.
As a result of the pandemic, people are facing new daily challenges, not only from a health perspective but in terms of finances, housing and job security, and businesses must do more to lessen the worry and fear through the provision of tailored support. Amid this pandemic, employee experiences are of the utmost importance and ensuring the implementation of such support is timely and relevant is essential in bringing about change.
These alarming statistics, which will hopefully lower as the second lockdown lifts, certainly won’t disappear. Through driving a wellness agenda at work, organisations of all sizes can make a real dent in its impact and improve the outlook for millions of people.
