What can a manager do when they discover that remote working is having a negative impact on one or more of their team members? Rachel Davis outlines five steps they can take to bring about positive change.
Remote working has been a boon for some but, for others, working apart from colleagues has led to longer hours, greater stress and mounting burnout.
So, what should a manager do when faced with this challenge? Put simply, integrating practical solutions that promote wellbeing within remote team culture is really the only way to bring about sustainable positive change.
Since the idea of wellbeing can seem abstract to some, however, there tends to be a lot of corporate jargon surrounding the topic.
On top of this, each individual may define wellbeing differently, so cookie-cutter solutions are unlikely to work in any scenario.
It is also crucial to note that, where stress and burnout have had serious repercussions on an individual’s mental health, there is no substitute for professional medical help.
Ideally, organisations should explore and provide a range of initiatives to meet the wellbeing needs of a diverse team, taking into consideration which combination of the following actions might best suit the their own team.
Let's talk in more practical terms, though. Here are five actions leaders can implement today to help bring about positive change.
1. Communication
Start simple and promote open communication within the team at all levels.
Start with weekly leadership-endorsed team meetings. These provide structure for a team and help showcase leadership commitment to ongoing wellbeing conversations.
Layered on top of these formal meetings, more casual placeholders, such as bi-weekly cyber coffee catch-ups, can provide a safe space for open conversations without the pressure of an agenda.
2. Sports and social
Encourage clubs and groups which are not necessarily related to work.
Team members can create long-lasting connections and improve their physical and mental wellbeing by coming together to support their common interests.
For example, the KPMG Cyber Running Club popped up quickly once the lockdown set in. As team members used their lunch hour to post about their daily run, conversation flowed more easily in team catch-ups as there was already an established connection.
3. Mental health toolkit
As mentioned, wellbeing is a very individualistic notion, and some people prefer an approach that isn't focused on socialising.
Apps provided by corporations to their employees and families can be a great tool to help improve mental health and wellbeing. Key features to look for include:
- self-guided programmes and bite-sized interactive courses to help improve sleep and relationships, reduce stress or manage anxiety;
- in-the-moment exercises, including mindfulness meditations, sleep melodies, healthy recipes and more, which help boost your day-to-day wellbeing and health; and
- insights to assess how well you're doing, such as questionnaires and mood diaries.
4. Team challenges
Endorsing team challenges such as step-a-thons, 30 days of meditation or yoga, and bake-offs can spark friendly competition and encourage communication. It also can break down the barriers of team hierarchy and inspire all levels to learn from each other.
These challenges can bring a sense of community, motivating teams to monitor and support each other's wellbeing.
5. Surveys and feedback
Visibly responding to, and following up on, feedback from monthly workplace satisfaction to wellbeing surveys could show team members that leadership values and trusts their opinions.
To help achieve a cultural change, team members may need to feel empowered and supported by leadership to take responsibility for their wellbeing. The positive feedback loop should not be underestimated and can support long-lasting positive change within a team.
When it comes to the package of wellbeing initiatives, the most important thing to recognise is that these are long-term efforts. Give them time to materialise. Often, you won't realise you have a strong wellbeing culture until you're already deep into it.
Rachel Davis is Senior Consultant in Cyber Security at KPMG.
LOADING...