• Uncertainty - there is nothing more stressful for human beings than uncertainty. None of us can predict the future, but being direct and truthful to your employees, even about the uncertainty, will go a long way to reducing stress, establishing trust, and helping everyone get to the other side of this together.
• Stress - Everyone reacts to stress differently, and many will feel overwhelmed and pushed beyond their resources. Paying attention to your employees and monitoring them closely has never been more important.
• Paying Attention - That being said, monitoring employees that are now working remotely is not as easy. It is therefore important that managers spend more time being available and checking in with their employees (and asking them the right questions), to make sure that nothing is missed.
• Domestic Violence - It is predicted that domestic violence will be on the rise as some will be unable to leave an abusive environment and/or easily report it. If you suspect that one of your employees is involved in an abusive relationship in their home (aka their new workplace), then we need to come up with a plan to assess and address that.
• Substance Abuse - Alcohol sales are up; those who are prone to over-indulge or who have a history of substance abuse and who are stuck at home may be having a more difficult time abstaining.
• Limited Medical Care - We have had a more difficult time finding mental health care for some, because many mental health providers have closed their offices, with some providers meeting with patients telephonically or through video software. Also, there are longer wait times for services.
• When Counseling Is Not Enough - In most cases, when an employee is stressed, it will only require a short-term supportive counseling resource, such as the Company's EAP provider. However, there are times when you may have concerns that this may not be sufficient and will require further assessment, so that we can get the individual to the right resource, and manage any associated risks and consequences. This may include employees who are:
  • Potentially at risk of harming themselves or others.
  • Engaging in self-destructive behaviors.
  • Suffering significant loss or potential loss.
  • Exhibiting a level of stress such that short-term support counseling may not be sufficient.
  • Not receiving adequate care (by report or by assumption) from their existing medical and mental health resources.
  • Exhibiting a level of distress or a mental condition that is affecting their job performance.
  • Engaging in unusual, bizarre, or uncharacteristic behaviors.
  • Causing his or her co-workers to express concern.
  • Antagonistic or combative toward their co-workers such that others are avoiding them.
• Safe Terminations - If you have to terminate the employment of someone who could potentially present a risk to self or others, please remember to first take pause, and give yourself time to thoroughly assess, to call in needed resources, and manage those risks before (not after) the termination.  This also applies in situations involving a larger scale reduction in force.