Supporting Employee Concerns Begins With Listening
In the wake of COVID-19, there is no “new normal.” Now, more than ever, it’s critical for employers to listen to their employees’ concerns. And even more important than hearing them, is providing supportive benefits and programs that can help them through this time.
The coronavirus pandemic has brought new burdens and stressors for everyone, but Millennials, the nation’s largest generation,1 may be feeling the worst of it.
Nearly half of all employees surveyed in The Hartford’s 2020 Future of Benefits Study reported an increase in anxiety since the pandemic, and Millennials (ages 21-38) ranked as the group with the highest stress.2
Employees Need Empathy More Than Ever
To support the workforce through these uncertain times, employers need a holistic strategy to address their employee’s financial and emotional well-being. One of the most effective approaches is for employers to listen and lead with empathy. According to the Future of Benefits study, mental health support is one area where, even before the pandemic, there seemed to be a broad disconnect between how employers and employees perceived the workplace environment, with nearly 64% of employers reporting that their workplace encourages open dialogue about mental health. However, only 42% of employees said they felt their workplace encourages open dialogue about mental health.3
How Employers Can Create a Pro-Mental Health Culture
Creating an inclusive work environment starts at the top. Employers should support their managers and employees by offering training and education on mental health issues and what benefits or services they have available to help. This includes:
- The impact of too many work hours affecting mental health and productivity, and how to spot the signs of mental health concerns.
- Offering management training on good communication and being open to possible supports or modifications that can help keep an employee productive and on the job.
- Increasing awareness of all resources available for mental health support by highlighting Employee Assistance Programs (EAP) in communications and/or providing information for community resources and helplines.
- Committing to an ongoing dialogue between employer and employee, whether through pulse surveys, manager check-ins, etc. This can help ensure employers have clear understanding of the health and well-being of their workforce as it fluctuates.
- Checking in daily with employees who are sick, which can help demonstrate company caring and support.
- Offering flex time or work-from-home options when possible. Most importantly, all employees should be treated with respect. Everyone reacts differently to stress and a challenge or work demand that may seem routine to one employee may feel like an overwhelming or insurmountable obstacle to another.
Offering Benefits That Make a Difference
This is also an optimal time for employers to review their benefit offerings. When doing so, employers can determine if employees have access to bedrock benefit options such as Life and Disability insurance, as well as Voluntary options such as Critical Illness and Hospital Indemnity. Of all generations, Millennials have the most interest in programs that address mental health, substance use disorder and student loan assistance.4
While some of these top stressors fall outside the scope of traditional employer control, they are part of the “new normal,” for now at least. Leading with empathy, combined with a supportive benefits package, can help employers reduce their employees’ stress while fostering a supportive and inclusive environment.
1 The Hartford Research Report: Millennials [and Zillennials]: New Disruptors Changing the Multi-Generational Workplace (December 2018)
2,4 The Hartford’s Future of Benefits Study (Feb 27-March 13, Jun 15-June 30, 2020)