People are all different when it comes to their levels of resilience; and any workplace change can cause anxiety in employees.  In this unprecedented time of striving to stay safe during a pandemic and overcoming work interruption through adhering to a national lockdown, how can employers take care of their worker’s mental health and wellbeing?

So far, organisations have responded by forming task forces, putting a stop to non-essential business travel, postponing professional conferences, having more employees work from home, shaking the dust off emergency response plans, and ordering increasingly stringent safety measures now and for when business starts the journey back to a new normal in May. 

In addition to the worry over health risks, there is also heightened concern among employees over job security and the value of their retirement portfolios. Stressed employees are at risk for increased levels of resentment, fatigue and depression. This can lead to diminished teamwork, increased absenteeism as well as problems in the areas of customer service and product quality. So, what can business leaders do to help reduce employee anxiety and stress during this difficult time? 

Apply the skills you have learned in other change management situations

Any change has the power to make people anxious. The alternative work arrangements and new safety measures that have been brought about in many organisations to overcome the COVID-19 pandemic, no matter how sensible and justified they are, still constitute change. It is essential to provide encouragement and acknowledge employee’s sterling efforts throughout the entire process of adapting to essential new protocols and processes. 

• Recognise that one size does not fit all:  Be conscious of variable clues when it comes to the experience of stress and anxiety from individual employees and respond accordingly. Some employees will be much less concerned about the virus threat and their employer’s strategic responses to it, while others may seem to be bordering on panic. 
• Look to professional advice:  Remember, you can consult with your EAP about any employee that may concern you. Offer access to psychosocial services, initiated though counselling sessions with your employee assistance practitioners (EAPs) for employees and for their children.
• Provide regular updated information:  to employees regarding any public health announcements and risk reduction recommendations. Have one person in the organisation collect and disseminate the most accurate, current and useful information about COVID-19 so that every employee is up to speed. This may avoid the problem of employees falling foul of fake news and rumours spread on social media. 
• Practice self-control and stay calm: It looks like overcoming the effects of the coronavirus pandemic will be way more of a marathon than a sprint. Crises such as this one require that leaders demonstrate confidence even if and when they feel vulnerable, as well as having to maintain an organisational vision for employees when their own line of sight is obscured. A leader who can exhibit discipline and self-control even in the midst of crisis is much more capable of making rational decisions, communicating clearly, and working to effectively solve problems. What is more, the quality of leadership you demonstrate during difficult times will leave a powerful mark on employees long after the crisis passes. 

Source: https://www.bestcareeap.org/uploads/PDF/A-Manager-s-Guide-to-Employees-Anxiety.pdf