Post-pandemic and research shows that two thirds of UK employees are experiencing moderate to high levels of stress. External environmental factors – political, economic, and ecological – along with the impact of rising inflation rates and the cost of living. People are feeling insecure about fuel, food, and energy costs with the very real prospect that it’s only going to get worse come winter.
Whilst in the past, there was an expectation that people would leave personal problems and concerns at home, it is now widely accepted that this isn’t possible – compounded by the fact we’ve been working from home for so long. There has been a natural collision of both these worlds, and it is now hard to separate them.
Evidence has shown that stress and worry in our personal lives impact our work quality and level of performance. As leaders, we therefore need to acknowledge, take interest and be empathetic to our colleagues’ concerns and worries, particularly in the current economic climate. Leadership should be exploring what support they can provide. Many managers, however, don’t do this because they believe they lack the resources or influence to do something. In the first instance, it’s about opening the conversation and how to have those discussions.