The Employee COVID-19 Risk You Could Be Missing

When business owners think about employee health and safety, their thoughts are generally focused on the physical.

Things like avoiding hazards that could cause a staff member or customer to slip and fall. Understanding the laws around testing for COVID-19 in the workplace.

However, keeping your workforce safe and healthy includes prioritizing employee mental health. As your workers are coping with the pandemic, they’re under a great deal of stress—even though many are doing their best not to show it.

Your top-performing salesperson may have a loved one who is sick. The worker who wishes everyone a “Happy Friday!” might be struggling with depression.

It’s a scary time for everyone. U.S. COVID-19 hospitalizations and deaths are at an all-time high. We aren’t able to connect physically with our families and friends this holiday season which can just be heartbreaking.

So as you move forward with your coronavirus emergency/business continuity plan, here are three reasons to put employee mental health first.

1. Your remote staff may be overworked and underpaid.

   According to a study by the National Bureau of Economic Research, the average workday increased by 48.5 minutes in the weeks following stay-at-home orders and lockdowns. The number of meetings increased by 13%.

   When people are working from home, they’re more likely to log in early or work late to catch up. If there’s a fear of layoffs, they may be trying to do as much as possible to prove their value to you.

   It’s also essential to point out that if employees are working past their contracted hours, they’re eligible for overtime under the Fair Labor Standards Act (FLSA). For example, if a customer service rep answers a call at 10pm that’s outside of their contract, you’re violating labor laws if you don’t pay overtime.

   And it’s not only the FLSA. Employment law claims based on retaliation, leaves of absence, worker safety and discrimination are increasing daily.

   Don’t let this COVID-19 risk damage or destroy your business. Instantly access my webinar training Pivot Your Way to Success Over, Around and Through COVID-19 & Beyond.

   To support employee mental health, take a look at how you approach work-life balance. Are you discussing the importance of self-care, or are you responding to their emails at 9pm at night?

   As their leader, it’s your responsibility to set expectations and be a good example. Keep the lines of communication open and be an empathetic listener.

2. It’s harder to retain unmotivated employees.

   One of the main causes of job dissatisfaction is limited career growth. But without in-person meetings, it’s difficult for your people to show exceptional performance and network with like-minded professionals.

   However, if you’re not helping your people discover training opportunities and putting them on a path to development, your star employees will leave. Professional recruiters are always seeking out great talent but if your employees’ needs are being met with you, they will say “thanks but no thanks” when that call comes in.

   To keep your top performers truly engaged in doing their best for you, gain access to 275+ web-based training courses created and led by subject matter experts. They cover topics such as managing remote teams, handling difficult customers, workplace violence and safety.

   Whether you want training for yourself, a staff member, 100’s of employees or even more, you pay only for what you need—when you need it.

3. The unknowns hurt everyone.

   If you’re not clearly communicating the employee mental health resources that are available, staff will feel overwhelmed and alone. If workers feel supported, coping during the pandemic is easier.

   Here are a few tips:

   • Share resources in a designated online area, like on an intranet page. For example, include helpful articles and videos, and provide links to telemedicine options included in their benefits or available throughout the community.
   • Communicate employment law changes. What you can and cannot do with your employees is always changing. Not understanding and properly relaying these changes to staff is a giant COVID-19 risk.

   Having open and frequent conversations will make coping during the pandemic less stressful and risky for you and your staff. Listen to their concerns and then invest the time and energy into creating resources that will truly benefit them and their loved ones.

As we fight the second wave of the coronavirus, mental health is just as important as physical well-being. A vaccine is on the way and some employees will get it; others might be hesitant and then some will absolutely refuse.

What is your policy going to be? Don’t wait—decide and communicate on what you expect from employees.

So make work-life balance a priority, offer training opportunities and share resources. You’ll be better equipped to support your people—and protect your business from a potentially disastrous COVID-19 risk.