Caroline Outterside, a psychological therapist, notes some of the reasons for these concerns and the ramifications: “The change curve theory suggests we experience a gradual transition process of adjusting to the loss we feel, through a range of emotions that include denial, frustration, confusion, even depression until we get to a position of acceptance and emotional stability again. This process takes around six-to-nine months, and people will often be on different time cycles depending on losses suffered.
“People have gone through a number of very complex changes over the course of the last year, which may complicate and even elongate the timeframe for getting to the recovery and acceptance phase. Not everyone will reach the final stage at the same time and some will even slip backward if support is not suited to them. Employers must therefore note that the anxiety shown in the data conflicts with the general belief that wellbeing will improve after lockdown, and provide the right support to staff to help them deal with the impact of yet more change.”
87% uses sophisticated technology to make wellbeing tangible, ensuring that businesses and individuals are able to identify emotional and behavioural trends and prevent mental health issues from occurring. With the right data and insights in place, organisations can help their people to understand and deal with change and loss and, through this, build mental fitness to manage new challenges and new social pressures.
For organisations that wish to do more to help their staff through the process of returning to work, Caroline Outterside, a psychological therapist, has the following advice:
- Be sympathetic to the individual:
Understand that the transition process is personal and people’s ability to respond to change is different and unique. Individually, people should be encouraged to trust in their own abilities and adaptability. This will help staff build trust in the competence, credibility, and motives of the employer.
- Create an open environment:
Individuals must feel like they are working in an environment that encourages open communication and empathetic listening. Doors and ears should always be open and this includes providing opportunities for staff to give feedback, which will, in turn, encourage people to come forward to share their feelings and ask for help.
- Outline short-term goals:
A sense of direction from the top is essential for those feeling a little lost and any initiatives that can boost morale to encourage people to pull together will help. Shorter-term goals that allow staff to experience some quick wins will be very powerful in helping improve motivation.
- Find success in the change:
Guide staff through the change process by helping them identify areas that are different, yet better. This will promote resilience amongst staff and encourage patience in this process, in turn improving overall confidence.
For the article in full, please visit: www.87percent.co.uk/blog/return-to-work-stress.
