How to Reduce Stress in a Hybrid Workplace
Hybrid working is now the norm for many employees – but discussions are still ongoing about whether it alleviates, or contributes to, employees’ stress levels.
The impact of hybrid working on employee wellbeing formed part of our latest study, undertaken by researchers at the University of Nottingham.
In this blog, we explore the results of this study and share expert tips on how you can help your employees to manage their wellbeing and reduce stress in a hybrid workplace.
More than half of people feel happier in a hybrid workplace
When we took the pulse of the nation, we found that just under 59% of employees, many of whom work remotely for at least part of the week, are mostly happy. Over 62% said they could face up to their problems and some 56% are even ‘bursting with energy’ at work.
With hybrid working now permanent for many, employers and employees may no longer be ‘making it up as they go along’ as they probably were at the start of the pandemic. Organisations have developed clear policies, while workers have adopted new habits and routines. One respondent in our study said: “As I started to set boundaries for myself, I found it easier to balance both my work and home life. I would say my mental health is now in a much better place than it was when I first started working from home.”
The downsides of hybrid working and the impact on employee wellbeing
That doesn’t mean that everyone is happy though. We also found that 45% had lost their confidence, 41% were unhappy or feeling depressed, and 37% neglected their personal needs because of work.
Early-career employees have poorer levels of wellbeing in the hybrid workplace according to the research. This could be down to communications challenges but also a lack of learning and progression opportunities or feeling disconnected from their team.
This is backed up by data from a recent national survey, in which 91% of the people polled said that hybrid working changed how they talk and communicate with colleagues in the workplace. This is leading to increased feelings of disconnect among employees and lower levels of satisfaction at work.
For organisations to be successful, effective communication and employee wellbeing are crucial. While for many hybrid working is a positive development, for those feeling stressed, disconnected or low in confidence, there need to be support measures and plans in place to help them thrive.
Reduce stress and promote wellbeing in the hybrid workplace
Cloud-based business management software made it possible to work remotely at the start of the pandemic – but by increasing efficiency and promoting collaboration, it can also help to reduce workplace stress and support employee wellbeing. Here are three more ways technology can support staff in a hybrid working environment.
1. eLearning courses
Continuous learning helps people to build the hard skills needed to do their job more efficiently and effectively, as well as soft skills such as time management and leadership.
Early-years employees can quickly plug any skills and knowledge gaps that might be holding them back, while senior managers can continue to invest in their own professional development. As one respondent noted:
Whereas traditional in-person training courses require a significant investment of time and money, eLearning courses offer the flexibility needed for a hybrid workforce.
With access to training anywhere, at any time, professional development becomes something that staff can easily build into their working day, removing any potential stress. This was certainly the case for another respondent, who told researchers: “If I experience quieter times, I use it for my own personal development, for example by completing online courses.”
LondonEnergy implemented Access Learning to empower employees to access learning courses 24/7, anytime, anywhere; as well as achieve greater efficiencies from their training budget. Read the case study here.
2. Employee recognition tools
Working in the office, there are opportunities to provide instant feedback – after a presentation or productive meeting, for example. However, it can be trickier in the digital world, which may leave some people worrying about their performance. This is why, as well as formal processes, such as appraisals and reviews, day-to-day recognition is essential for keeping staff motivated – which should help to reduce stress in the workplace and improve performance.
Our study found that people are happy to use instant messaging and video to communicate with colleagues. Alongside these, a company-wide, employee recognition tool can also provide a much-needed boost, especially when working remotely.
Debbie Nolan, Vice President of Collections at Arvato Financial Solutions said “During COVID-19, morale had been at its lowest, so we had to put more effort into letting our teams and individuals know how important they are to us. Even the small things they do can make a big difference and Access Applause enables us to highlight them.” Learn more about Access Applause here.
3. Mental health training
Those who took part in our study are aware of the social isolation that hybrid working can bring. One said:
In the hybrid world, managers need to be alert to signs that someone is struggling, and this is where up to date mental health training is essential. As well as ensuring that managers know how to support staff with diagnosed mental health conditions, providing courses on improving everyday wellbeing, building resilience and stress management should be offered.
Conclusion
Everyone’s experience of hybrid working is different – and this will naturally impact on their wellbeing and ability to work effectively. Although it’s been a learning curve for employees and employers alike, our survey revealed evidence of people adapting to the now-permanent change in working practices.
However, the fact that a significant proportion of employees report feeling depressed is a sign that organisations need to develop clear policies to support wellbeing. As we have seen, technology can empower people, so they can build skills in the right areas; recognise and be recognised for a job well done; and look out for signs that colleagues might be struggling.
