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How to take care of your remote employees’ mental health

 How to take care of your remote employees’ mental health


  • Introduction

If you have a remote team, you know that some challenges come with being apart from your co-workers. For example, it’s harder to get together for lunch or have impromptu meetings without being able to see each other’s expressions. But when it comes to mental health (or “soft skills,” as they’re called in the HR world), there are also some unique issues that arise with employees who work from home. Here are some tips on how to help your employees maintain their emotional well-being:


  • What is Mental health and Is it real?

There is no single definition of mental health. The World Health Organisation defines mental health as “a state of well-being in which every individual realizes his or her potential, can cope with the normal stresses of life, can work productively, and can contribute to her or his community.” Another definition is: “A person’s psychological state that is characterized by feelings of well-being and emotional stability.”

In India, many people suffer from mental illness and they are often stigmatized. There are no laws for mental health in India, but there is a law for medical negligence which makes it easier for people to complain about doctors treating them badly. This leads to people not getting treated for their illnesses because they are afraid that if they tell the doctor what they need, it will result in both of them losing their jobs.

It also leads to people being unable to get help when they need it most because they don’t have anyone else to take care of them when they’re sick.


  • Ask for their feedback

When you find yourself in a situation where your remote employee needs help, ask them how they’re doing. You want to know if they’re getting enough rest and eating well. Are there any issues at home? Are their children sick or going through rough times?

Don’t be afraid of asking for feedback about the company as well: Is there anything specific that you could do differently? What would make this remote work better for everyone involved? This can be hard when it comes time for reviews but it’s important not just because these are friends who work together every day but also because it helps improve the workplace culture overall by giving employees chances to give input on what works best (and what doesn’t). If nothing else, this will show those around them that you care enough about their well-being so much that even when things get busy with meetings or deadlines coming up later in the week/month/year, etc., they still remember how important asking questions like these is without making excuses why we shouldn’t bother doing so right now.


  • Provide Counseling Services and Proper education on mental health.

The mental health of employees and the company should look after them. It is important to know that mental health is not an illness and it can be treated. The best way to treat a mental health problem is through proper counseling, therapy, and medication.

Companies should provide counseling services for their employees to help them deal with their problems and make them feel comfortable at work. Companies should also provide support groups for workers who have mental health problems as this will allow them to share their experiences with others who also have similar problems.

To help prevent mental health issues from occurring in the first place, companies should educate themselves about how to identify signs of depression and other related issues in their employees before problems start occurring. This can help them take steps towards preventing these issues from getting worse or even leading to suicide attempts if no action is taken soon enough.


  • Encourage them to take time off

If your remote employee is struggling with mental health, you should encourage them to take time off. It’s important to keep an eye on your employees’ mental health and make sure they are getting the care they need, so if you notice that their stress levels are rising, it’s wise to ask if there’s anything you can do as a manager or leader of their team.

You may also want to consider setting boundaries for how much work your remote employees have during normal business hours (for example: “I’d like everyone here at 9 am”) and limiting work on weekends and after hours (e.g., “We’ll send out emails after 5 pm”). This can help prevent burnout among team members who receive less than full-time hours!


  • Set boundaries

Define what is expected and what is not.

Set boundaries on the type of work they do.

Set boundaries on how they communicate with you. The most important thing is to know your employee’s boundaries so that you can respect them and not cross those lines to get things done, especially if it means having to sacrifice time off work or risk losing the partnership altogether (e.g., by firing someone).

Set boundaries on how they communicate with their colleagues at home or abroad—if there are any issues between them, then it may be helpful for both parties involved in this situation if we could talk about this before anything else happens! It would also help us understand better why someone might feel uncomfortable talking about certain topics related to their job description because after all – nobody wants anyone feeling stressed out about something like this.”


  • You need to make mental health a priority for remote workers.

The importance of not isolating yourself.

It is important to have a good support system that can help you through tough times, whether it’s family or friends, or even coworkers who are there for you if you need them.

Taking time off work when needed (not just vacation days). This is also an important part of maintaining your mental health as well as giving yourself some breathing room so that when work starts again, you won’t feel burned out or stressed out by being back at the same desk after being gone for a while.

Setting boundaries with colleagues who may be pushing too hard on deadlines to meet goals set by management; can lead to resentment from both parties involved and cause problems later down the road when those emotions build up over time due to a lack of communication between parties involved in the decision-making process during which time stress levels increase significantly due primarily because people do not know how much longer they will remain employed until something happens; this could result in job loss which would have lasting consequences especially if no other options exist within proximity such as another company nearby offering similar positions within proximity where employees could transfer without having any difficulty making ends meet financially while still living comfortably enough within their homes/apartments etcetera.”


  • Does Mental Health Affect Productivity and Creativity?

Many studies show that people who suffer from mental health issues tend to be less productive, less creative, and more prone to leave a job or take extended sick leave than their peers.

Mental health issues can affect anyone at any time and in any situation, so it’s important to know how they can affect you and how you can help others if they need it.

Everyone is affected by stress, but everyone doesn’t react the same way. Some people are more likely to experience anxiety or depression than others – and some types of stress are more harmful than others. Everyone needs to understand what types of stress they may be experiencing so they can learn ways to manage them effectively.


  • The biggest question that comes to mind is, of course, what happens when a company doesn’t pay awareness to employee mental health?
  • What are the considerable repercussions of employee burnout?


According to the American Psychological Association (APA), employee burnout is a psychological state caused by long-term stress or excessive job demands. This can cause feelings of sadness, exhaustion, anger, and frustration.

Burnout has been linked with a host of health problems ranging from physical symptoms like headaches and muscle aches to mental health issues like depression, anxiety, and suicidal thoughts. It can also lead to drug and alcohol abuse, which is why employers need to keep an eye on their employees’ overall well-being.

While there’s no one-size-fits-all approach to protecting against burnout — each situation will be different.

Burnout affects people differently based on their personality traits, personality type, and perception of their organization and role.


  • A Metlife annual benefits report on mental health and employees burnout

In the past year, the number of people affected by the pandemic has risen to 40 percent of employees. The MetLife annual benefits report on mental health and employee burnout shows that there is a large number of employees who are suffering from burnout. In addition to this, some employers are not aware of how to manage their employees’ mental health during this time.

The report states that 70 percent of respondents have experienced psychological distress in the past 12 months; however, only 29 percent are confident that they will receive assistance from their employer if needed.

The findings come from MetLife’s 2018 annual benefits report, which surveyed 1,000 people across all US states who were between the ages of 18 and 64.  Of those surveyed, 15% reported feeling burned out at work in the past year. Burnout was defined as feeling exhausted because of work-related stress or pressure that has negatively impacted your ability to function effectively at work.  MetLife also found that 81% of survey respondents reported experiencing symptoms related to their mental health at some point over the past 12 months.


According to the report, there are three main areas where an employee can experience burnout: physical, emotional, and social well-being. However, employers need to understand that these three areas need to be taken into consideration together when managing an employee’s mental health.


  • Conclusion

We hope that this post has given you some ideas on how to care for the mental health of your remote employees. It’s never easy, but it can be done. Remember that good communication is key—whether it’s having face-to-face meetings or asking for feedback regularly, be sure you’re making an effort to get things off on the right foot with your team members!


  • Tips to support mental health remotely.

We’re all busy. And we’re all going to be even busier in the future, as technology continues to make many of our jobs easier and more efficient.  But when your employees work remotely, there are certain things that you can do to make sure that every employee’s mental health is okay. Here are some major tips:


  1. Take a collective pause

“It’s hard to be productive when you’re tired, but it’s even harder when you’re tired of being productive,” says James Clear, author of Atomic Habits and co-founder of GrowthSpur. “The solution is to take a collective pause, where everyone takes a break from work for a few hours at least once every three days.”


  1. Address meeting fatigue

In the digital age, meetings are usually held over Skype or Google Hangout — which means remote employees don’t get the opportunity to connect with their colleagues in person as often as they might like. Meeting fatigue can also affect remote workers who find themselves having to attend more meetings because their team has grown larger than anticipated.


  1. Let employees self-direct their mental wellness

As Clear notes, “When people have an option to opt-out of something that is draining their energy and isn’t benefiting them, they will.” By allowing your team members to self-direct their mental wellness strategy, you’ll be able to focus on what matters most in your business: building great products for customers!


  • A Four-day workweek.

A four-day workweek gives employees more time for themselves and their families, which can help them feel more engaged at work and improve their productivity. A study from Carnegie Mellon found that employees who worked six-hour days experienced a 50 percent decline in their stress levels and reported higher levels of job satisfaction than those who worked eight-hour days.  The change also allows companies to keep up with customer demand without having to hire more workers or increase production levels — which can help businesses thrive during economic downturns, according to management consultant and author Dan Sullivan.


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