Employers must support the emotional wellbeing of their staff now to prevent serious issues down the line

Written by William R on 9th April 2020. Posted in News

Employers must support the emotional wellbeing of their staff now to prevent serious issues down the line

This week, EAPA UK chair Eugene Farrell looks at the interim findings from a new Homeworkers wellbeing survey being carried out by the Institute of Employment Studies (IES).

The instant WFH revolution has shown how adaptable the UK workforce can be when it’s under pressure. Legions of people who’ve rarely, if ever, needed to work from home have quickly adjusted to new surroundings, routines and online catch-ups. We’re IT-ready – and we’re fighters.

That’s on a practical level at least. People are seemingly able to cope with the sudden merging of home and work lives, shutting out all the distractions. But, as a new survey among homeworkers this March has highlighted, WFH isn’t necessarily as simple and convenient as it appears.

Homeworking poses a range of questions about effects on wellbeing. Being at home, for example can encourage people to fall into a sedentary routine where there’s less structure and sense of time. Taking breaks are an essential part of physical and mental health. 60% of the 500 homeworkers contacted by the Institute for Employment Studies (IES), however, admitted to not being active.

While being in the workplace can sometimes be a source of stress, it’s also the best distraction from worries, providing focus and direction, company and conversation. At home the worries can pile up.

41% were anxious about family member health during the pandemic; 23% said they were worried about family finances; 21% about their job security. As a result, sleep is affected: 40% said they weren’t waking up feeling fresh and rested, 64% that they were losing sleep.

Eventually, with ongoing periods of uncertainty and stress (and what also may be experienced as a form of trauma) there is an emotional toll. 40% of the homeworkers said they were not calm and relaxed; and 60% fatigue were suffering from fatigue. Over time these are the kinds of symptoms that can build into more damaging psychological strain.

One reassuring aspect from the study is that employers are staying in touch. 83% of homeworkers are reporting contact with their boss up to five times a week. 64% said there was an EAP available to them to provide advice and support. The question is around the quality of the contact from line managers – is it just a tick-box email or call?

Given the potential for feelings of isolation, uncertainty and mounting stresses, there needs to be increased effort from managers to reach beneath the surface and really understand how people are coping and to offer help and support, to look at workloads and the potential for overworking while WFH. Now, more than ever, the role of the line manager is about looking after people first and the work afterwards.

The benefits of providing good levels of support and contact will work both ways. Employees that feel safe, secure and valued will do good work – and in the post-Covid-19 period the organisations that have looked after their people will reap the rewards in terms of engagement and commitment to the future agenda.

These were just interim findings from the IES study and it’ll be fascinating to see what the wellbeing picture looks like over the course of the lockdown and which groups of employees cope best.

The IES Homeworker wellbeing survey is still open and if you haven’t already, please share with your teams and clients and participate in the IES research: https://wh1.snapsurveys.com/s.asp?k=158514663787.