Covid-19 Lessons on Mental Health
Every time I hear the phrase “in a post-COVID world,” I feel so sad.
Despite the intention of trying to offer hope, these words deny the very real situation we’re all in. And will continue to be in — for who knows how long.
Photo by Marília Castelli on Unsplash
It’s so crucial that you set the tone for how your organization discusses mental health, and specifically the challenges of COVID-19.
And yes, this will start with you, leaders.
Because even though we’re all chronologically-aged adults, we still look to our leaders for permission and role modeling — especially when it comes to mental health at work conversations.
Of course, this task can feel daunting. But there’s good news: you can set a helpful and realistic tone in your organization. How?
By understanding why the phrase “in a post-COVID world” is unrealistic for mental health at work conversations — and shouldn’t be used.
By intentionally setting the tone for mental health conversations with your teams.
By using some basic conversation tips to foster an open culture about the subject.
WHY “IN A POST-COVID WORLD” IS UNREALISTIC
You’ve heard it before, tossed around in the media and by businesses: “in a post-COVID world.”
It’s a “catchy” phrase, but it doesn’t reflect the reality of today. Specifically, that we can’t go back to how things were — only move forward with the current situation.
As a business leader, your well-intended words may unintentionally create even more uncertainty than what your team is already feeling. It may also invalidate the feelings of those receiving this messaging.
I know this is not what you had in mind when trying to reassure your team.
But ask yourself: does a post-COVID world even exist? We can’t say whether or not it does.
When you use this phrase, you’re not setting accurate expectations for what’s to come in the World of Work. Or what it means to return to the office.
Consider these situations:
If your employees are ready to return to the office, they may not be able to go back to what their life (and work) was pre-COVID.
Some employees may still be dealing with the emotional, financial, or social effects of COVID — despite trying to get back to a more regular routine. They may be struggling with their mental health, supporting a furloughed partner, or juggling 586 other things.
Some employees may be dealing with COVID all over again (like a repeat infection). Talk about trauma!
You may have employees experiencing new situations for the first time — like witnessing the behaviors of frightened and angry people when they go out in public. Especially since wearing a mask has become a politicized issue.
While each individual’s situation is different, your messaging should account for these experiences. It should show understanding and empathy for what your employees are going through.
So the phrase “in a post-COVID world” isn’t helpful when talking about mental health at work. It’s better to accept that things might not be ok for a while and set a tone in line with this idea.
MENTAL HEALTH IN THE CURRENT ENVIRONMENT
As a leader in your company, you can help guide the culture and conversations about mental health and COVID-19. And do it really well.
Start by recognizing that life might be difficult for a while. Once you acknowledge this, you can show understanding and flexibility in conversations with your employees.
Here are some things you can do to set the tone with your team as you all ride the wave of change:
Check in with your employees regularly — showing your compassion and authenticity.
Make time (or space) to connect with your team, not only their work.
Don’t be afraid to open up or share your story with others. It builds trust and gives your employees the explicit “permission” to talk about mental health too.
Reassure your team that you’ll work together and support each other where possible with the workload.
If you want to take it a step further, set up a routine to check in with your employees or team members. Take the time to ask them:
About their biggest struggles — which may be the ‘outside of work’ stuff
How they’re taking care of themselves — inside and outside of work
If they actually feel ok
These are a few constructive and realistic things you can do, as a company leader. This will help you set the tone around long-term mental health and COVID conversations.
HOW TO HAVE MENTAL HEALTH + COVID CONVERSATIONS
We can be honest that you’ll most likely have challenges helping your employees navigate today’s environment. Every business is going through this. Especially when it comes to talking about mental health and COVID.
“[But] you can have an impact as an individual, through the conversations you have, [and] the example you set by talking about the hard and uncomfortable stuff.”¹
As you talk to your employees, consider the following tips.
TIP #1 — FOCUS ON THE POSITIVES…
COVID has been completely horrible for many. But there have also been some flecks of good to come out of the whole situation.
While it’s tempting to write off the last couple of years as a loss, it’s ok to find and celebrate the good moments.
Too much positivity isn’t helpful, but highlighting some of the good stuff is the hope that everyone needs at one time or another.
Take a look at your home and work lives over the last couple of years:
Were you able to slow down a little by working from home?
Were you able to deepen any relationships? Or show more compassion towards others?
Are you commuting less and spending more time with your family?
Are you now able to talk about mental health at work when you weren’t able to mention it before?
Are you able to manage your mental or physical health a little better now that you work from home?
Are you able to set boundaries about your personal health and safety that you weren’t able to before?
Try to identify these moments. Yes, it’s ok to sit with the good feelings and enjoy them.
TIP #2 — …BUT ALSO ACKNOWLEDGE THE NEGATIVES
If remembering the good stuff is important, acknowledging the bad stuff is too. Although it’s hard and uncomfortable to talk about, it’s a healthy process to sit with our feelings and move through these experiences.
Start by acknowledging your fears and your feelings. Don’t brush these aside or ignore them with statements like “don’t worry” and “we will get back to normal soon.”
It's ok to admit that we may not catch a break for a while. You’re not the only one trying to cope during these stressful times — your colleagues are going through this too.
If nothing else, reassure your employees (and yourself) that it’s understandable to feel negative emotions as we all try to figure out what this next chapter is going to look like.
TIP #3 — STAY CONNECTED AND SUPPORTIVE
Keep in touch with your employees and provide support where you can. You might schedule weekly check-ins or take a few minutes at the end of each day to reach out to someone.
But remember: you’re not going to fill the role of being a therapist or doctor for your team.
Your goal is to be supportive, empathetic, and help your team members feel safe talking about their struggles.
Keep in mind: you may not be the best person to help them. It’s ok to refer them to additional resources. That’s why they’re there.
Staying connected and being supportive is more important than ever — especially in a virtual environment where many work from home.
TIP #4 — PLEASE, BE FLEXIBLE
For projects and deadlines, try to be flexible where you can. If something goes wrong, reassure your employees that it’s ok — everyone drops the ball at some point.
“Remember that everyone has their own unique life, home set-up, finances, etc. For some, it can be comforting to be at home. For others, it can be triggering, a struggle, and potentially mentally unhealthy for them. Everyone copes in their own way and we can’t judge each other for that.”¹
These are pretty gut-wrenching times. Everyone is struggling to navigate and cope in this environment.
This doesn’t mean that people can miss deadlines left and right. Or not care about their work. But give your team and employees some grace from time to time.
Be flexible and understanding of each person and their individual situation, when you can.
MENTAL HEALTH IS IMPORTANT DURING COVID — AND WILL CONTINUE TO BE
When talking about mental health or mental illness at work, it's crucial to set the tone that uncertainty is here to stay.
While this is unfortunate, it is a long-term situation. Using words like “in a post-COVID world” may do more harm than good. We don’t know when this will end — and it may never end.
As a leader in your company, you can set this tone and guide your organization’s culture.
The keys to managing to success? Accepting this long-term uncertainty, staying connected throughout the process, and having conversations to normalize our thoughts and feelings.
Need some guidance talking about mental health and COVID in your organization? Book a call with Melissa to find out how she can help.
Want to learn more mental health conversation tips? Check out Melissa’s new book.
Sources:
Doman, Melissa. Yes, You Can Talk about Mental Health at Work: Here's Why ... and How to Do It Really Well. Welbeck Publishing Group, 2021.
