The pandemic on the Covid-19 trawls a series of shifts in the laboratory. The implementation of the remote work, for example, has meant an adaptation process only for the workers, both for the readers, who have learned and teach a flexible work methodology based on results, and not necessary in a schedule 8 hours. On the other hand, the period of incidence generated by the crisis has elevated the indicators of psychosocial risk in the companies accounted for by the collaborators who were subject to mayoral situations at the labor and staff level.
The article subtrays that trastorno is due to post-traumatic stress disorder, the onset and depression, respectively, five, four and three times more frequently compared to what is usually reported by the World Health Organization (WHO).
In the labor market, the interactions in the psycho-emotional well-being of the workers can affect directly in its time, and ultimately in the productivity of the companies.
Paúl Murillo, Leader of the Ecuadorian Advisory Board, mentions that in order to be a full-fledged worker, “it is necessary to pay attention not only to the physical health of employees, but also to their mental health. This concept, which is associated with medical topics, is of vital importance in the world of work. A collaborator who does not have a good mental health, results in a productive little worker, but his mind is not focused on completing the goals during his work hours ”.
In the current scenario, investing in the mental health of the collaborators is a big decision. In agreement with the OMS, for every $ 1 invested in prevention programs, a return of $ 4 is obtained, in addition to the employer’s fortune telling and the loyalty of the collaborators. For this, it is very important that the organizations promote the health and well-being of the psycho-emotional of their workers, with the end of having motivated employees, with friendly relationships in their work environment and concentrating on results. How to do it?
Habilitate new forms of work and respect the right to disconnection.
The employees will be preserving the mayor’s autonomy regarding the working hours and hours that will be discussed during the most critical months of the pandemic, with a balance between working at distance and in the office. At the same time, employers need to ensure that employees are connected and disconnected. Constant connection and sufficiency due to the lack of descent include important psychosocial risks for employees, such as well-being, depression and agitation.
Reinvent the lead
The pandemic is amplifying the need for a new conjunction of leadership skills, while emotional intelligence is the new state of anxiety: the new generation of leaders needs to increase in qualities such as empathy, good communication and empathy, and the ability to establish a working relationship based on mutual trust in a low-level district management service.
“I need to work, mainly, with the books, then they are the gestures of the communication models that are replicated in the organization. If the communication is aggressive and somewhat empathetic, it is normal that these models are replicated in the organization, causing stress, anxiety and frustration in the collaborators “, assures Tamara Toledo, Master in Mental Health and international consultant associate of Adecco Ecuador.
Incorporate health and psycho-emotional health programs
Now more than ever, employees want to be sure that their health and well-being are a priority for the company at work. In this sense, there are options in the market that help companies to take care of the psycho-emotional health of their collaborators.
In the case of collaborators, plasmas are plasmatic in various aspects: increase concentration and creativity, reduce emotional intelligence, reduce health risks as much as emotional ones, which are applied in the majority of the relationships with all his labor and familiar surroundings.
Generate support spaces and active listening
The barriers must be fixed so that the collaborators can deliver the mano without any type of time when they are injured, loaded or stressed, and find a joint solution to attend to the problem.
Train collaborators in complex situations
The mixed skills development as emotional intelligence is a fundamental aspect to consider within the work teams. It is only a matter of self-esteem, conflict management, problem-solving and empathy levels, which also considerably increases the organization’s work climate, as well as teleworking.
Get rid of the breakdown of skills
Employers need to play a fundamental role in identifying the needs that their collaborators have for the future and the opportunities available, by simply complementing staff with external talents to the company.
How can mental health problems be addressed in the work team?
Health and mental well-being follow a myth, but in these modern times. Although it is very difficult for a collaborator to open up about this topic with his or her lead, there is always a type of revelation to reveal stressful situations, depression or overwork. The most obvious signs can be: changes in character, disposition, irritability, defensive actions and intolerance are some of the symptoms that present employees who are aware of any situation that alter their mental well-being.
Other symptoms are associated with a high risk of loss of health and psycho-emotional well-being is the physical deterrent. “In many cases we have seen that collaborators increase the weight of drastic weight; it’s only to be related to problems within the house or with excessive charges of estrée and of the consideration that apply to the appeal proceedings before the tension ”, assures Toledo.
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