We have all learnt very quickly that dramatically changing how we work in a short time is challenging. Many of us are still figuring out how to provide the best support for a hybrid working transition – and that’s ok.

But are there lessons we can learn about employee support that promotes a better transition?

At Kind Mind, we think there are, and that’s what we will be discussing today.

 

What employee aspects do we need to consider in a hybrid working transition?

There are two critical areas for consideration in transitioning employees to a hybrid working model;

• Physical impacts, such as environment and equipment
• Mental impacts, such as social and personal well-being

Both of these considerations directly influence productivity, affecting your bottom line. 

Employee well-being and, in particular, mental health is something we are passionate about here at Kind Mind, so we want to take a moment to explore that with you.

Did you know that the World Health Organisation found that depression and anxiety cost businesses around $1 Trillion (USD) in productivity globally each year? No? Let’s look at what happens to an employee’s mental health whilst working hybrid.

 

What happens to an employee’s mental health during a hybrid transition

We have found that there are positive and negative aspects to mental health when employees are asked to work hybrid.

Positive impacts:

• Increased autonomy and flexibility in work schedules can reduce stress and provide a better work-life balance.
• The ability to work from home or remotely can reduce commuting time and associated stress.
• Hybrid work may provide more opportunities for employees to work in environments most conducive to their productivity and well-being.

 

Negative impacts:

• Blurring boundaries between work and home can lead to work overload, burnout, and stress.
• Remote work can lead to feelings of isolation and loneliness, which can negatively impact mental health.
• The lack of face-to-face interactions with colleagues and managers can lead to communication difficulties and misunderstandings, which can be stressful.
• The additional responsibilities associated with setting up and maintaining a home office can add to the stress.

 

(Here’s our complete guide to employee mental health and hybrid working.)

So our biggest lesson is that we need to understand how to make hybrid transitions less stressful.

 

How to better support employees through a hybrid working transition

Stress is relieved when a person feels they have better control over their situation. In the case of an employee transitioning to a hybrid working model, that means control over the impacts of their physical and mental well-being.

As employers, there are several things we can do to make that switch easier.

Firstly, we can provide physical support through guidance, training, equipment and resources. We have a complete guide on “How to design a hybrid working policy” that will help you with that.

And secondly, we can back this up with mental support through a nurturing and inclusive culture, clear communication and wellness provision.

 

How to focus on mental health support

The biggest mistake we see happening in the hybrid space is a lack of mental health provision. We understand why this is happening – in the struggle to create remote workspaces, we have all had to focus on equipment, tech, and policies. We now see the mental impacts of extended periods at home for our employees, and we don’t have anything in place to help.

At Kind Mind, we believe that organisations now need to rebalance their focus by accounting for better mental health provision. This includes:

 

• Providing mental health resources – Offering access to mental health support resources, such as an employee assistance program, counselling services, or virtual therapy.
• Encouraging work-life balance – Setting clear expectations around work hours, encouraging breaks and downtime, and discouraging overworking or working outside regular hours.
• Communicating regularly – Maintaining open and honest communication with employees and offering regular check-ins to ensure that employees feel supported and heard.
• Fostering social connections – Encouraging virtual and in-person social events, team-building activities, and opportunities for colleagues to connect outside work to reduce feelings of isolation and loneliness.
• Setting clear boundaries – Helping employees establish boundaries between work and personal life by setting expectations for communication, availability, and workload.
• Offering flexibility – Considering flexible work schedules, locations, or workloads to accommodate employee needs.

 

According to a study by Deloitte, employers who invest in mental health resources can see a return on investment of up to £5 for every pound spent. So we aren’t just talking about making people happier; we are talking about how a more contented workforce means a healthier business!

 

How Kind Mind can help your employees into a hybrid working transition

We have developed an employee wellness app at Kind Mind that focuses on supporting your people through their employee journey. We work closely with mental health professionals to provide tools to help in many situations. Hybrid working is one of them. The science we gather influences the guides and resources we produce.

Our employee dashboard is anonymous, providing staff with a safe environment to explore what’s holding them back. Meaning we see much more engagement and stress reduction as a result.

You, in turn, get an overview of staff wellness metrics and dedicated guidance to help shape policy and culture. Our clients have seen their renewed HR efforts rewarded as a result. And how the ROI of our app translates into their business is directly seen in their bottom line.

Jump onto a demo to see what our app can do for you and your team!