There are six big challenges for small businesses looking to return to the office in 2022. Stress levels have continued to remain high, and overall mental health still hasn’t returned to pre-COVID levels, according to the LifeWorks Mental Health Index. As restrictions ease and employees head back to the traditional office space, there are several considerations that employers need to keep on their radar and have strategies to address.
Wellbeing is essential
Small businesses and their staff have borne the brunt of lockdowns and COVID restrictions over the last two years. With the nation reopening, many employees are re-evaluating their careers and the support they can find in the workplace. Research shows that businesses that support employee wellbeing have staff with better mental health, and mental health scores are strongly associated with productivity. Stop thinking about wellbeing as a beneficial add-on, it’s time to place it front and centre in everything your business does.
Flexibility is key
In response to the need for balance in the workplace, small businesses need to explore how they can adopt a flexible mindset that balances employee responsibilities and work outcomes. With three in five working Australians saying that flexible work is more important than career progression, businesses must prioritise this or risk losing their staff.
A rapid increase in turnover
Alarming research from NAB shows one in five Australians quit their job within the last year, and 25% are considering changing their place of employment this year. Employees have been dealing with multiple changes, working an extra 2 to 2.5 hours per day on average to keep up with different workloads and staffing levels. As mental stress levels rise, employers need to ensure they support existing staff and drive down the risk of mass turnovers.
Managers under pressure
Managers are now bearing the brunt of the mental stress load within teams. Pre-COVID managers reported higher mental health scores, feeling better supported and valued in the workplace than general employees. However, during COVID, we’ve seen a rapid increase in the negative impact on managers’ mental health, increasing stress levels, and concerns over the ability to cope in a crisis. Now coupled with major staff changes, employers must ensure they support their managers.
Recognition and peer relationships are increasingly important
Celebrating team members’ success and growth has always been essential for creating a happy work environment. With 31% of Australians staying in roles due to their co-workers, a better overall team atmosphere will see greater rewards in staff commitment and overall retention. The data also shows that staff who feel a sense of belonging and acceptance at work have higher productivity.
Breaking the mental health stigma
Mental health stigma remains a significant issue in Australia, with fears of judgement and negative reactions a key concern for employees. Creating a safe space and a workplace culture that encourages ‘mental health days’ as much as traditional sick leave should be a priority. Employers should also recognise early warning signs for burnout and address concerns quickly to ensure staff feel truly supported in their roles.
The pandemic has shone a spotlight on the mental health of small-business owners, managers and employees. Now is the time for small-business owners to take the steps required to support employees and mitigate the genuine risks associated with “The Great Resignation” (and even “The Great Reshuffle”) before it’s too late.
