Category: Employee Wellness

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Busting The Top 5 Burnout Myths

Burnout is a growing concern in today’s fast-paced world. It’s often misunderstood and can have serious consequences if left unaddressed. Let’s delve into some common myths surrounding burnout and gain a clearer understanding of this issue.

Myth #1: Burnout means you are just tired.

Burnout is being over-tired, or more than tired. It encompasses emotional exhaustion, diminished interest in activities, and a decline in motivation. If left unresolved, burnout can leave us feeling depressed, cynical, and resentful. Also, the physical effects of burnout can cause long-term changes to our body that makes us vulnerable to illnesses.

Myth #2: Certain jobs are destined to cause burnout.

Burnout can affect individuals across various fields, from healthcare professionals to students and even those in personal relationships. No occupation or role is immune to the challenges posed by burnout.

Myth #3: Burnout means you are mentally weak and are unable to handle stress.

Burnout doesn’t reflect an individual’s weakness. In fact, it often impacts individuals who are dedicated and high-achieving, highlighting the need for a balanced approach to work and life.

No occupation or role is immune to the challenges posed by burnout.

Myth #4: More sleep, a vacation, practicing yoga, or taking a day off will cure your burnout. 

While self-care practices like adequate sleep, vacations, and exercise are essential for overall well-being, they might not fully address the complexities of burnout. Deeper, sustained interventions are often necessary to manage and overcome burnout effectively.

Myth #5: If I am burnt out, I need to quit my job to get better.

While some extreme cases may warrant significant changes, in most instances, small adjustments and proactive measures can help alleviate burnout’s effects. 

Understanding the realities of burnout is the first step toward managing and preventing its detrimental effects. If it all seems too much, MindNation mental health experts are available 24/7 if you need someone to talk to. Book a session now thru the MindNation app, available on Google Play and the App Store. 

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Employee Wellness Featured Mental Health 101 Work in the New Normal

Creating Safe Spaces At Work: A Blueprint for Workplace Leaders

In today’s rapidly evolving business landscape, the role of a workplace leader goes beyond hitting targets and achieving financial goals. A critical aspect of leadership lies in cultivating an environment where employees can thrive and reach their full potential, and this begins with the creation of safe spaces. These spaces serve as the foundation for promoting innovation, fostering collaboration, and nurturing employee well-being. 

Understanding Safe Spaces

Safe spaces in the workplace are environments where individuals feel comfortable, respected, and supported in expressing themselves, their ideas, and their concerns. These environments prioritize open communication, trust, empathy, and inclusivity.

The Impact Of Safe Spaces On Employee Well-being

Here are some benefits that arise from prioritizing employee well-being and creating safe spaces.

1. Better mental health and reduced stress

A workplace that places a premium on safe spaces significantly contributes to the mental health and well-being of its employees. According to data from MindNation, more than half of employees in the Philippines experience some form of mental health concern. These are often exacerbated by workplace-related stress and a lack of emotional support. When employees feel safe discussing their challenges, anxieties, or personal issues, they are more likely to seek help and support when needed. This open dialogue reduces stress, fosters emotional resilience, and ultimately leads to a happier and more productive workforce.

Safe spaces in the workplace are environments where individuals feel comfortable, respected, and supported in expressing themselves, their ideas, and their concerns. These environments prioritize open communication, trust, empathy, and inclusivity.

2. Improved creativity and innovation

Safe spaces encourage employees to share their unique perspectives and ideas without fear of judgement or criticism. Research conducted by Deloitte reveals that companies that prioritize diversity and inclusion are 1.7 times more likely to be innovative leaders in their market. When diverse voices are heard and valued, creativity flourishes. Employees are more likely to contribute innovative solutions to workplace challenges, leading to improved problem-solving and increased competitiveness in the market.

3. Stronger team cohesion

Safe spaces promote understanding and empathy among team members, leading to stronger bonds and increased collaboration. Gallup’s studies have shown that employees with a best friend at work are seven times more likely to be engaged in their jobs. Teams that feel safe are more likely to navigate conflicts constructively and achieve their goals efficiently.

The Organizational Benefits Of Safe Spaces

While employee well-being is paramount, creating safe spaces also has a significant impact on the organization as a whole:

1. Attraction and retention of talent

Organizations known for their commitment to creating safe spaces are more likely to attract top talent. Glassdoor’s data indicates that 76% of job seekers consider a diverse workforce an important factor when evaluating companies. Furthermore, when employees feel safe, they are more likely to stay with the company, reducing turnover and associated costs.

2. Improved performance

Safe spaces foster a culture of trust and accountability. In such an environment, employees are motivated to perform at their best, leading to increased productivity and better overall performance. McKinsey & Company’s report highlights that gender-diverse companies are 21% more likely to outperform their counterparts.

3. Enhanced reputation

Companies that prioritize safe spaces are seen as socially responsible and ethical. Such organizations often enjoy a positive reputation in the market, which can lead to increased customer loyalty and business growth.

The Role of Leadership In Cultivating Safe Spaces

The responsibility of creating safe spaces falls squarely on the shoulders of workplace leaders. Leaders who prioritize trust and open communication set the tone for their teams and organizations as a whole. Here’s how leadership can play a pivotal role in cultivating safe spaces:

1. Leading by example

Data consistently show that when leaders model the behavior they expect from their teams, it encourages employees to follow suit.

2. Promoting inclusivity

Leaders must foster a culture of respect and fairness, ensuring that every team member feels valued and heard.

3. Encouraging feedback

Leaders should actively seek feedback from employees and be responsive to their concerns. This iterative process ensures that safe spaces remain relevant and effective.

Creating safe spaces at work is a journey that begins with a commitment to fostering a culture of trust, empathy, and inclusivity. It’s about recognizing the value of every team member and providing the support they need to thrive.

Partner with MindNation to create a workplace where every employee feels valued, supported, and empowered to reach their full potential. For more information about MindNation, visit www.mindnation.com.

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Employee Wellness How To Mental Health 101 Self Help

The Weight of Waiting:  Anticipatory Stress And 5 Effective Ways To Overcome It

Are you consumed by heightened anxiety while waiting for a future event such as a work presentation, an exam, or a first-time plane ride? You might be experiencing anticipatory stress or “pre-event” stress. This happens when dread builds up and you stress out ahead of time, leading you to experience extra stress. This unhealthy amount of worrying can leave you restless, trapped, and mentally depleted.

How Is Anticipatory Stress Different From Other Forms Of Stress?

Stress, anxiety, and anticipatory stress are related but distinct experiences. Stress is the body’s physical response to current external pressures or demands, such as managing a heavy workload or dealing with a difficult colleague. Anxiety, on the other hand, refers to the general state of unease and intense worrying about things that may be absent and without clear triggers. Anticipatory stress is related to anxiety, but what sets it apart is a specific trigger: an uncertain future outcome.

In contrast with other forms of stress, anticipatory stress, on the other hand, is based on perceptions and expectations rather than the actual situation itself. It often stems from uncertainty, lack of confidence and control, and fear of the unknown. Moreover, this form of stress can  be prolonged if the waiting period takes longer.

In contrast with other forms of stress, anticipatory stress, on the other hand, is based on perceptions and expectations rather than the actual situation itself.

What Are The Signs And Symptoms Of Anticipatory Stress?

  • Feeling tense and on edge
  • Racing thoughts
  • Increased heart rate and breathing difficulties
  • Sleep problems
  • Upset stomach, diarrhea, and frequent urination
  • Irritability
  • Difficulty in concentration
  • Anticipating the worst
  • Unhealthy behaviors such as stress eating, drinking, avoidance, and procrastination
  • Low levels of self-esteem and confidence

How Can You Cope With Anticipatory Stress?

While worrying is normal, people with greater tendency to be a worrier or to overthink things may be more prone to anticipatory stress. Fortunately, there are many strategies that can help you cope with anticipatory stress and prevent it from taking over your life.

  1. Challenge and reframe your thoughts. Anticipatory stress is often based on negative or irrational thoughts, such as “I’m going to fail” or “Everyone will judge me.” Challenge these thoughts by acknowledging that the event you dread may not play out as negatively as you imagine. You may try to create facts or action steps to counter the negative thoughts. Remember the ratio 1:5. Pair 1 negative thought with 5 healthy or positive thoughts and facts about the situation.
  2. Preparing and planning ahead as much as possible may reduce anticipatory stress. You can do this by rehearsing the situation, visualizing positive outcomes, or making a checklist to help you feel more in control.
  3. Ground yourself by focusing your attention on what you can control in your day-to-day activities. You can also do this by reflecting on your routine prior to the event that causes anticipatory stress
  4. Be compassionate to yourself. Positive affirmations can help to establish strength of character. Recognize the things that you have successfully completed despite facing anticipatory stress. Remind yourself that you can take one step at a time.
  5. Seek help from a trusted friend or family member to manage and release anticipatory stress and develop effective coping strategies.

If talking to a friend doesn’t work, help can also come from a MindNation WellBeing Coach or Psychologist. They can help you manage your stress, anxiety so that you can live your best life today without constantly worrying about tomorrow. Book a session now by downloading the MindNation app at mindnation.com/app.

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Employee Wellness Featured Mental Health 101 Self Help Work in the New Normal

#HavenForHer: How Home Credit Promotes Women’s Safety And Wellbeing In The Workplace

Women’s presence makes the workplace more meaningful. But do organizations create an equally nurturing environment where they can flourish? Companies should cultivate psychologically safe spaces for female employees. And that’s what Home Credit Philippines and its Chief People Officer, Alpha Omega Aquino, are doing.

Alpha was one of the many Filipinas who struggled with work-life balance when she worked abroad. Apart from long, stressful work hours, she had to be absent from important family events, felt isolated, and was constantly on the verge of burnout. Working as a woman in a non-Catholic country and male-dominated industry was challenging due to her gender. These negative experiences led to frustration and anger, feelings of inadequacy, and even depression. 

After 15 years of working overseas, Alpha decided to go back home and eventually found her way to Home Credit in 2019. 

 Home Credit provides world-class financial inclusion, lending, and other similar services to customers, mostly first-time borrowers. They take pride in being a financial ally that develops and delivers innovative financial services for financing purchases, for their clients to save for the future, and for businesses to develop closer relationships with their customers. As the company’s current Chief People Officer for four years now, Alpha takes care of over 14,000 employees, ensuring that their physical, mental, social and financial needs are met. She especially strives to make sure that the women of Home Credit won’t have to experience what she has gone through. 

Creating a #HavenForHer: What Companies Can Do To Promote Women’s Safety And Wellbeing In The Workplace

Home Credit and Alpha are at the forefront of ensuring that Home Credit’s employees, especially women, work in a safe space where they won’t have to feel excluded, stressed, and mentally depleted. “Twice a year we have our eNPS survey, [in] which more than 85% of our employees participate. It’s a very good data point for us to improve the services we provide for our employees,” Alpha tells MindNation. This way, Home Credit can stay on top of employee wellbeing, maintain their job satisfaction, and foster engagement. The data that they gather also informs how Home Credit can address their concerns, create positive mental health outcomes, reduce stress and anxiety, and help employees at risk for mental health issues by providing them with psychosocial support and resources.

Home Credit is also committed to promoting gender equality in the workplace by providing equal pay and opportunities for women to advance in their careers. They also offer hybrid work arrangements and wellness leaves to support work-life balance. In addition, they foster a culture of respect and inclusion by addressing and preventing harassment and discrimination of women and promoting diversity and inclusion.

Home Credit is also committed to promoting gender equality in the workplace by providing equal pay and opportunities for women to advance in their careers.

Supporting Companies In Creating A Gender-Inclusive Workplace Culture

The commitment of Home Credit and Alpha to building a work culture that prioritizes health and wellbeing has earned them Workbean’s Workplace Health Advocate of the Year Award. last March 2023. Read all about it here. With the initiatives mentioned, Home Credit and Alpha successfully created a positive, respectful, and supportive workplace culture that every woman can describe as a #HavenForHer.

MindNation is also committed to supporting companies in creating a gender-inclusive workplace culture that prioritizes employee wellbeing. With the help of our mental health professionals, we can guide you in building a culture of empathy and mutual support that employees will find healthy, fulfilling, and meaningful. For more information, email us at [email protected].

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Employee Wellness Featured

Leading The Way

MindNation is running a series of articles about how the finalists for the Workbean Employer Brand Awards are building exemplary work cultures and making health and wellbeing a true organizational priority. 

Winners will be announced on March 2, 2023.

MindNation is the official judging partner for the Workplace Health Advocate Award.

Omni Channel Solutions is an organization based in the Philippines with Omni-Channel Retail, Sales, and Digital Marketing expertise that helps brands, retailers, and agencies drive conversion, implement marketing strategies, and scale their businesses.

MindNation: In what ways is the company’s leadership team prioritizing mental health, and how is it incorporated into overall business strategy?

Omni Channel Solutions: As an organization composed of employees from diverse backgrounds, Omni leaders ensure that the company is inclusive, equal, and has an accepting work environment. At Omni, leaders put great significance on the psychological wellbeing of team members as much as they value their physical health. Omni has several benefits which aim to alleviate the psychological distress employees may experience, including seven (7) paid mental health leaves per year. For further psychological consultations, Omni has partnered with a mental health and wellbeing provider to give employees unlimited counseling sessions on occasions when they need personal help. Our Human Resources team also conducts focus group discussions with all teams as a substantial way of checking our members’ welfare as a group beyond work discussions.

To protect their physical and mental well-being. Omni holds specific Equal Employment Opportunity and Harassment-Free Workplace provisions through the employee handbook and in-house seminars.

In addition, the organization is committed to strict compliance with Republic Act 10911, otherwise known as the “Anti-Age Discrimination in Employment Act.”

Ultimately, Omni promotes a healthy culture and a good working environment where discrimination, stigma, harassment, and such will not be tolerated.

MindNation: How does Omni promote a culture of open communication and support for employees experiencing mental health issues?

Omni Channel Solutions: Omni believes that the plight towards mental wellness has to be organized, realistic, and properly executed. To accomplish this, awareness is not enough; a solid support system is needed to directly address each employee in times of mental crisis. So on top of our partnership with a mental health provider, Omni fervently believes that having in-house mental health assistance will also be extra beneficial for its members. Two members of the Human Resources team, both psychology graduates, one of whom is a Registered Psychometrician, have been trained and designated as the company’s mental health officers.

Ultimately, Omni promotes a healthy culture and a good working environment where discrimination, stigma, harassment, and such will not be tolerated.

In 2021, the company implemented seven (7) paid mental health leaves as an additional benefit to its employees to help them regain themselves in times of mental anxiety, anguish, stress, and overwhelmed feelings. Omni strongly advocates for employees to have enough time to rest—both physically and mentally—to be productive. Providing such benefits that would specifically be used for this purpose reduces the stigma associated with mental illnesses. With this, employees will no longer shy away from acknowledging their anxieties and seeking professional help.

MindNation is committed to supporting companies in creating a workplace culture that prioritizes the mental and emotional well-being of their employees. With the help of our team of experienced mental health professionals, we can guide you in building a culture of empathy, inclusivity, and mutual support that can help you create a workplace culture that is not only healthy but also fulfilling and meaningful. For more information, email us at [email protected]. 

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Employee Wellness Featured

Promoting Holistic Wellbeing In The Workplace

MindNation is running a series of articles about how the finalists for the Workbean Employer Brand Awards are building exemplary work cultures and making health and wellbeing a true organizational priority. 

Winners will be announced on March 2, 2023.

MindNation is the official judging partner for the Workplace Health Advocate Award.

Tala is a global technology company building the world’s most accessible financial services.

MindNation: In what ways is the company’s leadership team prioritizing mental health, and how is it incorporated into the overall business strategy?

TALA: Tala promotes psychological or mental wellbeing and safety in the workplace. Talazens are empowered to speak up with ideas, questions, and concerns. Well-being is also one of the key areas that the management checks every year during our quarterly pulse survey, indicating that Tala is very much aware and concerned about the mental health of our team members, which is also aligned with our overall business strategy and performance.

Talazens have an Employee Assistance Program (EAP) that can help them deal with the issues that somehow diverted their performance. We’ve also utilized our wellbeing and health insurance providers to create a robust annual wellness plan comprised of fitness sessions, webinars, kamustahans, and weekly boosts. In addition to this, Tala has implemented a global company holiday called “Sloth Day ” where Talazens are encouraged to disconnect, unwind, and recharge (on top of their planned leaves and paid time off), and enjoy a relaxing weekend. We also encourage our Talazens to take regular time off when they are able to unplug from work and don’t expect to answer emails or sSack messages until they get back to work.

Global working norms were implemented during the pandemic and are being practiced to this day to help with burnout, increase our effectiveness as a global organization, and prevent work from affecting our personal lives. This includes but are not limited to turning off Slack notifications when not working, not booking any meetings on a late Friday afternoon to prepare for the weekend, and not messaging your colleagues on their time offs or weekends.

Talazens have an Employee Assistance Program (EAP) that can help them deal with the issues that somehow diverted their performance. We’ve also utilized our wellbeing and health insurance providers to create a robust annual wellness plan comprised of fitness sessions, webinars, kamustahans, and weekly boosts.

Meeting Free Week for the last week of December (during the December holidays) was also implemented globally for our team members to unplug so that they’re able to  enjoy a relaxing week of zero meetings.

MindNation: How does Tala promote a culture of open communication and support for employees experiencing mental health issues?

TALA: Tala promotes good mental health to help create a holistic working environment that increases Talazens’ productivity and keeps them engaged at work. We’ve built a culture of connection and feedback through regular 1:1s, group huddles, kamustahans, and office hours where everyone can ask questions and open up. We advocate a good work-life balance and make wellbeing one of the top priorities at Tala. We have a weekly reminder on the Employee Assistance Program wherein they can always reach out to our mental health provider if they’re experiencing any well-being issues or concerns. With our mental health policy in place, we’re also able to communicate and raise awareness among our team members to stay mentally healthy, and not be afraid to raise concerns related to depression, anxiety, stress, burnout, and other mental health issues. We emphasize that Talazens health matters to us.

MindNation is committed to supporting companies in creating a workplace culture that prioritizes the mental and emotional well-being of their employees. With the help of our team of experienced mental health professionals, we can guide you in building a culture of empathy, inclusivity, and mutual support that can help you create a workplace culture that is not only healthy but also fulfilling and meaningful. For more information, email us at [email protected]. 

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Employee Wellness Featured

Mental Health Matters

MindNation is running a series of articles about how the finalists for the Workbean Employer Brand Awards are building exemplary work cultures and making health and wellbeing a true organizational priority. 

Winners will be announced on March 2, 2023.

MindNation is the official judging partner for the Workplace Health Advocate Award.

Asticom Group of Companies is a Philippine-based shared services company that provides staffing and tech solutions that empower businesses towards meaningful growth.

MindNation: In what ways is the company’s leadership team prioritizing mental health, and how is it incorporated into the overall business strategy?

Asticom Group Of Companies: The leadership and management of the Asticom Group of Companies give importance to the mental health and holistic wellbeing of its people through various professional development and wellbeing programs. 

With Asti SPACE (Asticom Shared Platform of Accessible Courses for Employees), employees are able to engage in various learning and development courses ranging in both technical and people skills. In line with this, Asticom also supports the career development of its employees by encouraging them to pursue opportunities in other positions within the organization. This is done on multiple levels, inter-division as well as inter-company. Some key leaders have been rotated to as many as 3 companies.

Asticom also taps mental health professionals, registered psychologists, and psychometricians to conduct seminars that talk about recognizing emotions, communicating them, as well as having a growth mindset. Through these, Asticom is able to help its people become resilient, productive, and impactful.

More than those initiatives, Asticom Group of Companies, together with all of its subsidiaries, takes a firm stance against discrimination. Asticom does not tolerate any discriminatory acts, be it physical, verbal, or any form of harassment or sexual assault. Declared in Asticom’s Code of Discipline, the Professional Conduct section, are provisions highlighting the proper behavior our people should have towards their fellow employees. 

Asticom also prides itself as a company that continuously pushes for diversion and inclusion in the workplace. As a people-focused business and organization, they welcome people of different gender, ethnicity, age, disabilities, sexual orientations, and cultural backgrounds.

Asticom also taps mental health professionals, registered psychologists, and psychometricians to conduct seminars that talk about recognizing emotions, communicating them, as well as having a growth mindset. Through these, Asticom is able to help its people become resilient, productive, and impactful.

All these efforts are cognizant of their purpose and aim of improving people’s lives.

MindNation: How does Asticom promote a culture of open communication and support for employees experiencing mental health issues? 

Asticom Group Of Companies: Asticom Group of Companies promotes open communication by giving importance to the “voice of the employees”. Through quarterly pulse surveys, employees can voice out their concerns, thoughts, and point-of-views. It also surfaces the different motivators and levels of employee satisfaction.

To support that, the AGC management also hears from the employees through quarterly town halls and open forums. Feedback and data are gathered and used in action planning as well as in the improvement of various programs. 

Asticom also made efforts to improve the quality of conversations even when done virtually and offline. They do this by communicating with honesty and transparency, being direct with one’s feedback, offering solutions, and promoting understanding among each individual.

Finally, the challenges of changing work styles made it necessary to refocus on one’s well-being and mental health. With a hybrid work set-up, regular check-ins made it possible to build authentic and strong connections among the people of Asticom. This created opportunities for them to interact with one another on a personal level.

All these efforts boil down to having empathy and knowing where someone is coming from.

MindNation is committed to supporting companies in creating a workplace culture that prioritizes the mental and emotional well-being of their employees. With the help of our team of experienced mental health professionals, we can guide you in building a culture of empathy, inclusivity, and mutual support that can help you create a workplace culture that is not only healthy but also fulfilling and meaningful. To know more, email [email protected].

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Employee Wellness Featured

Top 5 Qualities Of A Good Mentor

A mentor is an experienced or trusted advisor who provides their mentee with the tools, guidance, support, and feedback they need to thrive in their career. A good mentor enhances an employee’s skills, cultivates leaders who can help the company further advance, and drives positive company culture. 

If you want to develop an effective mentoring program in your organization, partner with a mental health and well-being provider to avail of services that build happier, healthier, more empathic teams. Visit www.mindnation.com or email [email protected] to know more about our CareNow Plan© for teams.

Good mentors come in all ages, genders, and even educational attainments. “You can be a good mentor as long as you are dependable, engaged, authentic, and tuned in to a mentee’s needs,” says career and business advisor Grace De Castro of V+A Consulting, a boutique consulting firm with expertise in customized people programs and creative business solutions. 

It is not just a mentee who benefits from the guidance of a good mentor; mentors themselves experience the satisfaction that comes from giving back and having a sense of belonging. “A mentor can find a lot of growth if they are in a group that is supportive and safe, in a community that makes them feel heard and values their life experiences,” shares Grace. 

Mentors themselves experience the satisfaction that comes from giving back and having a sense of belonging.

Grace De Castro of V+A Consulting

If you feel you are ready to take on the role of nurturing someone’s career growth, here are the qualities that you need to be a good mentor:

  1. Optimism. A good mentor constantly uplifts their mentee.  “Make the person feel  that you believe in their potential, that you hear them, and are willing to listen to them,” says Grace.
  2. Teachability. While there are courses and certificate programs for aspiring mentors, these are not requirements to be good in the role. “There are many things you can do on your own to learn to be a good mentor, such as following thought leaders and statesmen on social media so you learn about different perspectives,” advises Grace. “And read! There are so many books that can help you become a better mentor, and don’t limit yourself to non-fiction, self-help, or personal development books. Fiction gives you a different view of how people are and can be great conversation starters. Lastly, immerse yourself with what’s happening outside; have a genuine interest in others.”
  3. An open mind. “A good mentor always comes prepared to be surprised,” advises Grace. “We are all human, which means that most of the time there are deep-seated reasons for mentoring that involve personal issues. So I always make sure I provide a safe space for my mentees if they want to talk to me about deeper matters.”
  4. A real desire to help but no desire to control the outcome. “Sometimes, people don’t necessarily need advice from a mentor; they just need someone to listen to them,” says Grace. “And when you provide a safe space for people to use you as a sounding board, you end up improving more than just careers.”
  5. Trust.  A good mentor never gossips about their clients. “I have lost potential clients because they want to know who else I am working with but I value confidentiality,” says Grace. “A good mentor-mentee relationship involves a trust component that both work very hard to strengthen over time.”
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Work in the New Normal

Workplace Trends for 2022: 4 Things Every Business Leader Should Know

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Make 2022 your organization’s Year Of WellBeing. Visit www.mindnation.com now. 

If 2021 was about learning to live and work during a pandemic, 2022 will be about applying all the lessons learned this past year. What will the future of work look like? Business coach and consultant Grace De Castro of V+A Consulting, a boutique consulting firm with expertise in customized people programs and creative business solutions, shares her predictions:

  1. The hybrid mode of work will be the new normal — and not everyone is going to be treated fairly. “Sadly, there are still many leaders who equate ‘presence with performance,’” Grace says. “This means that those who choose to go to work onsite will be considered more productive and valuable than those who remain or prioritize working from home.”

    What this means for companies: Leaders must ensure that all team members — regardless of where they are working from — are regarded equally and treated fairly especially in terms of promotions and pay raises. Not doing so will cause discontent among team members. “Leaders must also change the prevailing mindset about what it means to be productive, and create avenues for more collaboration between employees,” Grace advises.
  2. Organizations will fight to attract and retain existing talent. “I know of quite a number of senior executives and managers in the Philippines who decided to take their families and just move — whether it’s to outside the city for a quieter provincial life, or even out of the country. This migration is the most I’ve seen since I started working 25 years ago,” Grace relates. 

Their reason for moving? “The past two years have made many pause and rethink their priorities,” she explains. “They either realized that they want more time with their family, or that what they are doing now is not what they want to do for the rest of their lives.”

What this means for companies: “There is going to be a lot of creativity around talent attraction and retention,” Grace says. “The fight is no longer against other companies, it’s now about whether your employee is finding purpose in their current role or if the current work schedule supports their desire for work-life balance.” 

  1. Employee health and safety will continue to be a top concern. As employees return to work, many will be struggling with fears and anxieties over their safety and adjusting to new procedures and protocols. This post outlines the things managers can do to make the transition easier and assure team members that the workplace will be a safe space for them, physically and mentally.

What this means for companies: Adhering to health and safety standards in the new normal requires added expenses, so leaders need to look at where they can cut costs and reallocate the budget. What’s important to you? Is it your bonus, or upgrading the ventilation system? Is it new furniture or investing in an employee well-being program? “Part of being a leader is looking at the situation, spotting the areas of concern, and making the tough calls to address them,” says Grace.

“Part of being a leader is looking at the situation, spotting the areas of concern, and making the tough calls to address them,”

Grace De Castro, Business Coach And Consultant
  1. Mental health and well-being will become very important. “The last two years have really taken a toll upon all of us, and business leaders need to acknowledge that there is no going back to before,” Grace says. “Mental health can no longer be a special event that only gets talked about during Mental Health Month or Suicide Prevention Month. Conversations around mental health need to be normalized; people who are struggling should know where they can seek help and not be ashamed about it.” 

What this means for companies: While it’s understandable that the priority of a company in the new normal is profitability, this cannot be at the expense of the team’s well-being. “You can’t expect people to be delivering multitudes when they’re physically, mentally, and emotionally broken and with no social support,” Grace says. “Treat your employees well, because if you take care of them they will take care of your business. And if your people are at the place where they can deliver, you can have both — profits and a culture that supports mental health and well-being.”

If you need help, partner with MindNation to receive a holistic, data-driven, and customized well-being program for your organization. Visit www.mindnation.com or email [email protected] to know more. 

With many businesses hoping to return to some semblance of normalcy in 2022, it is important to remember that success can only be achieved when all parts of a company are working well together, from the machinery to the people. Workplace well-being should not only be a priority, it must be made mandatory. 

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Featured Work in the New Normal

5 Ways To Ease Employees Back To The Workplace

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With the MindNation CareNow Plan©, team members have access to 24/7 teletherapy sessions with psychologists and WellBeing Coaches whenever they are feeling stressed and anxious. Visit www.mindnation.com to learn more.

Are you asking your team to report back to their offices? While some employees are excited to go back to the office, others are struggling with varying degrees of anxiety. They may be reluctant to leave their family after being in close proximity with them for more than two years, afraid of leaving the safety of home and catching the COVID-19 virus, or anxious over adjusting to a new work schedule and routine. 

If you are tasked with nudging people to return to work,  business coach and consultant Grace De Castro of V+A Consulting, a boutique consulting firm with expertise in customized people programs and creative business solutions, shares some things you can do to ease their anxieties and make the transition easier: 

  1. Ensure workplace safety. The first and most important thing to do is conduct a review of the physical space to make sure it follows minimum public health standards and safety protocols. Is it well-ventilated? Can social distancing be followed? What is the procedure if someone comes to work with symptoms? And if your employees do get sick with COVID-19, is treatment covered by their medical insurance and how much time will they be given to recover? Then, once these are in place, proceed to #2.
  2. Personally communicate these to your team. “Don’t just hand out memos or shoot out an email,” Grace advises. “Instead, hold a virtual meeting to inform staff about everything that the company is doing to make the site physically safe, and even what the expectations are in terms of schedule and responsibilities.” By adding this personal touch, employees will feel more assured and less anxious.
  3. Bring them back slowly. Having your employees come back all at once will only cause confusion and increase anxiety. Instead, schedule their return in batches to give them the time and space to adjust to the physical workplace and new procedures. Then, once everyone is settled in, don’t forget to do #4. 
  4. Hold frequent one-on-ones or team meetings. “The purpose of these check-ins are two-fold,” says Grace. “The first is to enable those who are anxious and struggling to feel that they are being heard and validated. The second is for you to communicate and reiterate the company’s vision, expectations, and business direction.” This ensures that the entire team is on the same page, and roles and responsibilities are made clear. 
  5. Show them that you are also taking care of yourself. “As a leader, you are probably putting up a brave face and hiding your own fears and anxieties,” Grace points out. “But shielding your emotions will only make your employees feel as if they are the only ones with problems and more alone.” So if you are feeling anxious or stressed, for example, let your team see you taking a mental health break or advise them that you will be talking to a mental health professional. “This will make them see you as human and will further normalize the conversation about mental health and well-being in the workplace,” she adds.

“If you are feeling anxious or stressed, for example, let your team see you taking a mental health break or advise them that you will be talking to a mental health professional.”

Grace De Castro, Business Coach And Consultant

As a manager, it’s important to remember that your team members may be going through something related to the pandemic that you are not aware of. Asking them to return to work should be accompanied with compassion and open conversation.