No man or woman is an island.

Now more than ever the importance of ingraining a long-term approach to wellbeing is evident and should be top of most HR Managers agenda. We all need to feel connected to others to help us remain happy and healthy. This is a well-documented evidence-based fact.

To stay mentally healthy, we often need the support of others. From friends, family, to work colleagues, and managers. An employee with strong resources and relationships is much more likely to be productive and remain with your organisation.  

Top Tips

Here are a few tips to support your employees and to maintain their wellbeing.

  • Encourage employees to prioritise self-care. Lead by example and establish clear boundaries between work and leisure time.  
  • Foster positive working relationships in the team and maintain social and informal contact.
  • Give control over the way the work is done when communicating work demands. Ask for input/opinions from your employees as to how they believe projects and tasks could be approached for optimal performance. Everyone likes to be heard and they may have some very good suggestions.
  • Providing a safe physical work environment is important. Communicating your organisation’s response to Covid-19 on a regular basis is reassuring. Employees will know that their well-being is high on your agenda. 
  • Explore work adjustments where appropriate and ensure the necessary equipment to work safely is provided.  
  • Consider more flexible working practices and leave policies if they are not already in place. Let it be known that employees are welcome to have a conversation about this topic.
Culture Counts

Establish a culture where mental health and physical health are prioritised, spoken about and part of the employee experience. This will not only benefit the company’s reputation, but also contribute to the bottom line and enhance your company’s brand.

Regularly highlight any support programmes you have in place. This might include any EAPs (employee assistant programmes) and health schemes. If you do not have them in place, you could consider introducing them.

Be watchful!

Ask managers to be observant of cues from employees that may indicate they are struggling such as a change in behaviour. For example, work tardiness where it was previously not an issue.

Finally and most important of all, be available to employees, but not intrusive.

About the Author: Barbara is a Senior HR Consultant and Organisational Psychologist and can be reached on

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