Nathan SV, Partner and Chief Talent Officer at Deloitte India on Mental Wellbeing of employees.
Over the last few months, one of the most popular words has been “wellbeing.” What does it mean to be healthy? In India, according to Deloitte’s 2020 Millennial Survey, 54 per cent of Gen Zs and 57 per cent of millennials stated they felt stressed all or most of the time. They were worried about their family’s wellbeing, long-term financial stability, and career prospects.
Many people took time off work due to stress. However, some of them told their bosses they were taking time off for another reason. It is a severe problem because more than half of our workforce is stressed. Even for our young workforce, there is a lot that keeps wellbeing elusive.
Physical wellbeing: Oddly, we have to return to the adage, “A healthy mind in a healthy body.” Many organizations have investigated yoga, Zumba, and other similar activities. We must continue such actions. What works best is a peer group or small group of people who discuss health issues with one another. Exercising, eating well, and so on.
Financial wellbeing: It is the most underappreciated source of stress and the source of the most distress. Many people who have experienced financial pressure in recent years are looking for ways to manage their finances better. Initiatives that assist people with financial planning and resource management for both short and long-term programmes.
Mental health: One of the reasons we avoid discussing this topic is because of misconceptions, societal stigma, fear of being judged, or just simple ignorance. Organizations must provide a safe climate in which it is OK to be less than perfect. And we understand and sympathize with them. Being genuine and compassionate. It’s not every day that I’m in such a good mood. Agreed. However, if this is a problem that lasts for days, it will undoubtedly harm me. It could be employment, family, or a romantic relationship. What matters is that I am aware of it. I, on the other hand, do not. It is when family, friends, and coworkers’ social systems come into play.
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What Can Be Done?
The objective is to encourage managers and leaders to have frequent, open talks with their teams and individuals, educate employees about mental health, and recognize distress signals. Having reliable tools to deal with high-stress levels, such as Counselors and Employee Assistance Programs, can all be beneficial.
The ‘peer to peer’ chat is the one that works! There’s nothing complicated here. For example, at Deloitte, a recent internal effort dubbed “Each One Reach One” urged employees to phone each other at regular intervals and ask two questions: “How are you?” and “What can I do to help?”
Mental Health is Personal: Deloitte
Because one size does not fit all, each one is unique. It must be tailored to each individual, nearly on a mass scale. While respondents to the Deloitte survey may have worked longer hours (something to be concerned about), an incredible 86 per cent of millennials and 83 per cent of GenZs claimed that WFH could help them relax! Working from home is said to be stressful anecdotally.
According to LinkedIn’s #WorkforceConfidenceIndex, 42 per cent of Indian remote employees are concerned about working long hours and managing their personal and professional lives. Perhaps a hybrid model, which a third of the groups are considering, will work.
A Sense of Purpose: Deloitte
It may be beneficial to assist folks in discovering their life’s purpose. The magnitude is intimidating. Giving can be a stress-relieving experience. Organizations should support this mindset by providing virtual volunteer opportunities and gradually switching to in-person activities when the situation improves. Young professionals may help with education and skill-building in impoverished regions, ensuring that a lack of a classroom does not entail a lack of learning opportunities.
For a long time, mental health will remain a priority. It has just recently come to light as a result of the pandemic.