Supporting mental health in remote teams

Managing a remote team can make it hard to know how people are feeling. Don’t leave it up to chance, pay attention to changes and keep lines of communication open.  

One of the primary concerns for managers of remote teams is recognising signs of stress in their employees. Unlike traditional office settings where face-to-face interactions can provide visual cues, remote work requires more nuanced approaches. It’s important to pay attention and address issues early.

Have you noticed?

• Changes in communication: unusually quiet or excessively communicative.
• Missed deadlines: a decline in work quality can be a indicator.
• Physical symptoms: complaints about frequent headaches, fatigue, or other physical ailments may be stress-related.
• Emotional outbursts: increased irritability or emotional outbursts can signal underlying stress.

Discuss pathways to support

We’re not all trained mental health professionals but we can all listen and be supportive. The R U OK? website has a guide to starting a conversation if you have concerns about a team member or colleague. Other resources to support your team might include:

• Employee assistance programs: providing confidential counselling services for employees facing personal or work-related issues.

• Workshops and webinars: hosting regular workshops on topics related to mental health awareness and coping strategies can be beneficial.

Build a supportive culture

Creating a culture of support within remote teams is fundamental for long-term success. A supportive culture not only enhances productivity but also boosts morale and reduces turnover rates.

• Lead by example: model healthy behaviours such as taking breaks and setting boundaries to encourage their teams to do the same.
• Recognise achievements: regularly acknowledging both small and large accomplishments fosters a positive atmosphere.
• Provide training: offering training sessions on empathy, active listening, and other interpersonal skills helps build stronger connections within the team.
• Foster inclusivity: ensuring that all team members feel included and valued regardless of their location promotes a sense of belonging.

Encourage open communication

Open communication about mental health is critical in breaking down stigma and fostering a supportive environment. Creating safe spaces where employees feel comfortable discussing their mental health struggles without fear of judgement is paramount.

• Regular check-ins: schedule one-on-one meetings where team members can openly discuss their well-being without feeling rushed.
• Anonymous feedback channels: providing anonymous channels for feedback allows employees to voice concerns they might not feel comfortable sharing openly.
• Mental health days: normalising the use of mental health days encourages employees to prioritise their well-being without guilt.
• Peer support groups: facilitating peer support groups where employees can share experiences and coping strategies creates a sense of community.

Promote work-life balance

Maintaining a healthy work-life balance is crucial for overall well-being but can be challenging when working remotely. Without the clear separation between home and office, boundaries can blur easily.

• Set clear expectations: establishing clear working hours helps employees maintain a routine and avoid overworking.
• Encourage breaks: regular breaks are essential for mental rejuvenation. Encourage your team to step away from their screens periodically.
• Promote physical activity: encouraging physical activity can greatly improve mental health. Suggest incorporating short exercise routines into daily schedules.
• Flexible scheduling: allowing flexibility with work hours enables employees to manage personal responsibilities alongside professional tasks more effectively.

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