Companies will need to support their staff’s mental health during this holiday season more than ever. The last couple of years has been stressful, to say the least. In 2020-2021 we had more racial and social unrest. Throw in Covid-19 to metamorphose these years into a monster of death, destruction, and despair. Let’s not forget unemployment, staff shortages, and intense illness. – physical and mental. This period of trauma and disruption that we’ve experienced together has been heavy. But below, we’ve listed three keys to being intentional and inclusive in supporting employees during the holidays.
Be Proactive and Think Ahead
You know what your employees are struggling with because you’ve probably been struggling too, to some degree. So think ahead and anticipate the employee’s needs. Additionally, with the more serious issues, there are also multiple cultural holidays and observances (or non-observers). Ones like Christmas, Hanukkah, Kwanzaa, Catholic observances through January. As well as Jehovah’s Witness religious non-observance, or those who don’t observe any holidays for personal reasons.
Offer your available employee resources, i.e., EAP, PTO, schedule flexibility, etc. Your staff will need time off, and flexibility. As well as a little extra consideration.
Listen to Your Staff.
Keep an open ear to the staff. Whether through talking directly or remaining aware of any ongoing issues within the office. Employees are dealing with a lot and have been for almost two years now. But your minority employees may have experienced compounding trauma. Reports like the ones from Washington Post show that depression and anxiety have tripled in the Black and Latinx communities. Those communities were three times more likely to be infected by Covid and die at twice the rate. There’s a strong possibility that Covid has directly impacted your minority employees in one way or another. As well as by the racial, social, and political unrest that’s run rampant in recent years. In addition, a report from Limeade detailed staggering results on the deteriorating employee wellness.
They found:
49% report having less energy for nonwork activities.
42% said they were less interested in socializing with friends.
42% were having trouble sleeping.
33% reported using more alcohol or other substances than usual.
Empower Your Managers
Management is your front-line defense to the well-being of the office. Supervisors, managers, and team leaders are in a great position to be privy to any issues or concerns. If you empower them, they’ll be able to offer support. Furthermore, they can offer solutions and put out any fires before they grow out of control. Management is the only way to properly implement the first two steps of Being Proactive and Listening to Your Staff – they will be the crucial factor in being consciously inclusive while maintaining and supporting the staff during the holidays. Just like this festive season is a time for family, it’s also the time to come together as a team.
Contrary to popular belief, the holiday season doesn’t literally “pop up” on us. We know the holidays are coming. But because generally during this quarter, companies are trying to meet year-end goals. They forget that their staff will also have a collection of needs, deadlines, budgeting, and other personal stresses and struggles. A proactive plan including these three key factors will help keep all the moving parts organized.