Work conditions: Managing employee wellbeing in the remote working world

Nov 9, 2020

Work conditions: Managing employee wellbeing in the remote working world

In these unfamiliar times, there are a wide variety of factors that can influence the wellbeing of your staff, so it’s important that you monitor them and regularly check-in to make sure they are coping with their circumstances. Supporting the well-being of your employees is a vital aspect of management in any organisation.

Allow your team members to be flexible

Flexible hours should be an option for your remote workers. It may be the case that they are juggling childcare or other family commitments with work, especially if their partner is also working. Adjusted hours whilst working from home means they can take shifts and swap family duties at some point in the day! Easing their load in this manner is a great way to improve employee wellbeing.

Don’t forget to exercise: 

Now for a different type of flexibility working out at home can offer a variety of advantages such as increasing fitness and general fitness but can also improve mental health. Encouraging your workers to exercise can give them some much-needed time away from their computers and provides them with some time to clear their heads and stretch their limbs. Beginners can start with a routine of core resistance moves, like squats, wall sits, calf raises, planks or crunches. If you can handle more than that, add pushups, lunges, or burpees. Employees who are fuelled by close interaction might like following a guided workout — in which case they can download a yoga app or visit a website that offers workouts that are customized and require little or no equipment.

A time for reflection

Being at home for an extended period of time can provide an opportunity for contemplation for your employees. Encourage employees to set and maintain wellbeing goals, create new plans for their future and personal development. Time for introspection can help sharpen the mind and body, giving time for things we may have previously neglected such as mindful eating and self-analysis.

In conclusion

Managers of remote workers have to adapt their approach to coaching; many workers will struggle with feelings of isolation and loneliness especially with winter fast approaching where mental health amongst workers begins to wane. Managers will need to ramp up their communication efforts to get ahead of loneliness problems. For instance, in one study involving a customer-facing organization, the time between 2:00 p.m. and 4:00 p.m. was noted as the time of greatest risk for isolation and loneliness — but it’s always best to individualise to the person as this can of course varies by person.

Your employees’ overall wellbeing requires your attention. Those with thriving wellbeing perform better and are more engaged. And those are assets whether your people work from home or in your office.

  • HR