Oddly enough, we all must go through an intensive ’emotional therapy’ workshop and consider better programs for human development and mental health, especially managers and business owners, to know how to address this issue with our collaborators.
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In Panama we have been living for almost three months under the concept “stay at home”, and many of us have felt the tension of being in a constant state of anxiety, uncertainty and fear.
The current reality is that thousands of workers have their contracts suspended, others live with the ghost of dismissal hovering around them and there are those who are struggling to make ends meet. There are also essential workers who continue to put themselves at risk so that the rest of us have access to food, medical care and security.
Many mourn the loss of loved ones from afar, and those fortunate enough to remain employed and work from home face their own challenges: some are quarantined alone and isolated from friends or family, while other heads of households juggle Caring for children full time with a job that, far from being transformed into a novel and even peaceful experience, is a cause of stress and generates discomfort for not knowing how to set limits. There is also a very vulnerable and special group that has literally survived the new coronavirus, was in the ICU, went through a very delicate state, including an induced coma, and that now at home, little by little, your body is returning to normal. , but his mind is a sea of emotions. Whatever the circumstances, this is undoubtedly one of the most difficult times the country and its inhabitants are going through.
Covid-19 is leaving a trail of vulnerable people who are living and manifesting strong emotional situations. We have already seen an increase in symptoms of depression and anxiety. Suicide statistics have gone from 1 every 3 days to 1 every 2 days.
Now, are managers and business owners ready to deal with the emotional carousel of their collaborators? Is Human Resources aware that if a person is in an emotional storm, they will need assistance and even a halt to find their stability and be as productive as they were before the coronavirus? Now, companies are not only going to change physically, but psychologically.
That is why, in addition to the economic challenges that lie ahead, we cannot turn a blind eye and not talk about mental health at work, because if it was already difficult even in “normal times”, it will be much more in our new reality.
Oddly enough, we all must go through an intensive workshop of “emotional therapy” and consider better programs for human development and mental health, especially managers and business owners, to know how to address this issue with our collaborators.
In the meantime, I share some simple concepts for you and your Human Resources department to consider before reopening your doors.
Identify the triggers
Recognizing the root of the problems is the key. An external stressor like a global pandemic, for example, causes radical disruptions to our routine and returning to it can help. Some may feel that their life and stability are out of control and must have tasks that make them feel in command. Other times, you will have to dig a little deeper. Perhaps there are specific aspects of your work that you fear, for example, reconsidering the number of meetings that are needed in a day, as there will be some that can wait or that are simply not necessary … prioritizing will be decisive.
When the cause of your stress is known, it becomes much easier to manage it. Remember, fear sharpens the senses. Anxiety paralyzes them.
Possible transformations
A small change can go a long way. When you know what the external triggers are that trigger your stress, you can discover what internal changes can be applied to manage it.
If having too many meetings at Zoom is draining your energy because then you have to catch up on your responsibilities, plan a schedule with your team, stick to it, don’t improvise. Scheduling your day can release a lot of pressure on the go. If you can delegate functions, do so, but don’t overload others unnecessarily either. Remember, when the wrong person is assigned a job, it can lead to chaos, and behind it, motivational problems.
Knowing how to delegate means understanding the tasks, and also the abilities of your team members, in order to put the right responsibilities in the hands of those who can best perform them.
Don’t shy away from professional help
Not everyone can be a therapist, don’t get involved in issues you don’t know, because you can open a Pandora’s box, and for the love of God, use the tact and sense of humanity.
Not everyone can deal with the force of emotions alone. When we find a collaborator or team in a prolonged state of stress, it is time to seek help; some CEOs, business owners or area managers will say: “I am very busy looking for a way to economically remove a company and I do not have time to deal with other people’s emotions, there they are not my business” … Well, they will not be the unique and it would be a very serious mistake if you think so, because it is precisely that team that needs to be heard, the one that is going to bring your company to life because it is a lie that it will do it alone.
I close with this thought: If your actions inspire others to dream more, learn more, do more, and become something else despite the circumstances, then you are not only a leader, but also a dealer of hope.
The author is a university professor.
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