<img height="1" width="1" style="display:none;" alt="" src="https://dc.ads.linkedin.com/collect/?pid=118459&amp;fmt=gif">
Show all

Supporting Remote and Hybrid Employees’ Mental Health

Supporting Remote and Hybrid Employees’ Mental Health

2 minute read

As many employees work remotely or adapt to a hybrid schedule, they may face a new set of stressful challenges. Managers can play a crucial role in helping employees manage their stress by gauging the pulse of their team to help support their mental health and reduce work-related stress. Here are some tips on ways to help.

Offer Support and Resources
Through one-on-one conversations, managers can get to know their team members, their circumstances, and how best to support them in the workplace. Managers can play a key role in educating about mental health resources like employee assistance programs or telemedicine mental health support.

Allow Employees to Turn Off Their Camera
Having multiple video meetings a day can be both mentally and emotionally exhausting for employees. Consider allowing employees to turn off their cameras occasionally, perhaps during a team meeting where everyone knows one another.

Set Work-From-Home Boundaries
Working remote can cross boundaries between times to work and when to be present at home. Some employees may feel pressured to respond to emails after work hours. Mangers should encourage these employees to do something else during that time and make space for other essential aspects in their lives.


Encourage Taking Time Off When Needed
Many employees feel uncomfortable taking time off when they work remotely. Companies are starting to increase their focus and support of mental health by adding in mental health days or expanding upon sick days. Managers can let employees know that it’s okay to call in sick or use a mental health day.

Mental health plays a vital role in the performance of employees, and managers have control over how they support their employees’ mental health. Download the bulletin for more details.

5 ways to support employee mental health

National Insurance Services is not a law firm and no opinion, suggestion, or recommendation of the firm or its employees shall constitute legal advice. Readers are advised to consult with their own attorney for a determination of their legal rights, responsibilities and liabilities, including the interpretation of any statute or regulation, or its application to the readers’ business activities.

Addressing Social Determinants of Health
September 08, 2022
Ban on Surprise Medical Billing Implemented
September 08, 2022
Erin Woulfe

Erin Woulfe

Erin Woulfe likes to write about things that matter. Keeping her finger on the pulse of what’s happening in the public sector world, she blogs about the latest legislative news and employee benefit trends that affect our school, city and county clients. She’s been with NIS since 2002. “I love connecting to our clients and providing them with the tools they need in order to administrate their plan,” says Erin. “Whether that be materials to educate their employees on certain benefits, how to effectively communicate change within an organization, or providing tips and how-to’s to help them make their job easier.”