In the changing work conditions, management should try to implement some sustainable employee practices. There could be a lot of ambiguity in how to approach employee wellbeing management in such a pandemic. Management can address this situation by creating a good communication culture<\/a>. Good communication will help to tailor individual\u2019s employees wellbeing and also create a positive work culture.<\/p>\n Here are some holistic approaches to employee wellbeing management that remain relevant in 2026 and can help strengthen your company\u2019s overall culture:<\/p>\n Companies need to follow the government guidelines to keep their workforce safe from the covid virus from spreading in the premises. It is important to stay aware of the risks the corona virus can spread and maintain necessary precautions to keep employees healthy.<\/p>\n Few measures that can be followed are:<\/p>\n \u25cf Social Distancing : This can include new sitting arrangements and marking on floors<\/p>\n \u25cf Screening and Monitoring : Mandatory temperature screening for all employees<\/p>\n \u25cf Sanitization : Sanitization of the whole office : floor, work desk etc<\/p>\n \u25cf Safety and Awareness: Mandatory masks and awareness through posters, training and emails etc<\/p>\n Employee\u2019s mental health needs more attention after\/during COVID 19. Their working style is changing in these circumstances, so it becomes more important to take care of their mental health than ever before. Stress is a major factor of less productivity and there are some really harmful side effects associated with it such as high blood pressure, low energy, upset stomach, insomnia, headaches to name a few and in certain circumstances if stress is not managed properly, it can lead to burnout stages.<\/p>\n Stress and other factors relating to mental health can be managed by expanding some additional health benefits to employees. Management can give employees access to therapists or any other special care unit provisions. In a few cases, mindfulness courses have proven to be a great help and in person\/virtual coaching help is also available.<\/p>\n Other than therapeutics options, employers can also consider certain time off benefit<\/a> schemes, better modes of communication to stabilize mental health.<\/p>\n Supporting employees here means showing support in listening to them. Managers should listen to employees, genuinely understand their problem and also ensure that they have been heard. Managers don’t have to solve all their problems at once or sometimes they won’t have any problems to solve, but employees will feel supported if given a chance to speak their mind. It is also important to reciprocate. Managers can share how they are handling the new normal, this can be a powerful tool to build trust with employees. The earlier employees realize that they are not alone in the crisis, the better company will be at supporting them.<\/p>\n Financial health is one of the biggest concerns for most people worldwide in this crisis and everyone’s major source of income are their employers. Financial conditions can lead to distress in employees’ households which can also hamper their productivity at work. Organizations can step up in such conditions and help employees with some additional financial resources to help reduce financial stress and improve their overall wellbeing.<\/p>\n Regular communication is critical in helping employees staying on track. Management would need to take extra effort in regularly staying in touch with employees. In cases employees are working from home, communication needs to change to over communication. Enhancing communication channels can help to increase employee motivation to perform better.<\/p>\n Another important aspect to employee wellbeing management is Clarity. Management should communicate openly about their plans regularly and not just give feedback, because that will help to tie the culture of wellness together. It will also give a sense of belonging to employees to work towards a common goal and the organization.<\/p>\n There are several other ways employers can communicate better with their employees. To find out what is the best way to communicate, employers can conduct a small employee satisfaction survey to gauge how the employees are feeling and identify any switch in attitude. This will allow management to adjust communication plans with individual members and teams in the organization. Employers can also reach out with regular online conferences, emails or on communication apps such as Slack.<\/p>\n Companies can also take advantage of new age programs that the market is offering to engage with employees. Newer technologies are making it possible to connect better remotely. With technology and creativity, better communication channels can be created to support employees effectively.<\/p>\n In the new normal there is no surety on when and how people will return to work, or work from home will become the new way of working.In the mid set of taking care of personal responsibilities at home, employees might need a better work life balance. To address these situations, employers should incorporate flexi-time policies in their employee wellbeing management programs. Flexible time scheduling can be incorporated for various times such as arriving, leaving and lunch breaks etc.<\/p>\n Employees who are able to strike a balance between personal and professional life are expected to be more productive and also may have a greater sense of wellbeing.<\/p>\n Corporate social responsibility has been a salient aspect for employers to engage employees in social causes and to generate support in what they believe in. People do other types of volunteering work but some may not have the means to do it. Organization can provide a platform to employees to give back to society. The newer generation feels more connected to an organization which instills them with a sense of positivity in some form. Employees can find better meaning to their work by being part of such causes. This can also further help in team building of employees in an organizational setting.<\/p>\n To conclude, while adapting to the \u2018new normal\u2019 employee health conditions are majorly affected which affects the work output of the company, plain and simple. It\u2019s imperative to prioritize employee wellbeing management programs. Try asking people what would help them feel better, giving suggestions, requiring breaks, would go a long way. People who feel listened to do better.<\/p>\n Employee wellbeing management is not a one time message or effort – it’s an ongoing commitment to do right by employees in practice and deed. All workplace cultures are different and unique. Create a culture that allows employees to come to management and discuss how they are feeling, what they’re struggling with, etc. Wellness is different for everyone. Management needs to understand what is going on in order to actually help.<\/p>\n About the Author| Chandni Chopra<\/p>\n Chandni Chopra is the HR Director at LambdaTest<\/a>, an online Selenium Grid<\/a>. Her career background spans talent management, tech, marketing, change management, business development and HR analyst. Chandni worked with several companies from early start ups to global brands like IBM, HP, PWC and Big four Banks in Australia. As a HR Business Leader, Chandni is sought after for her ideas about the future of work and shares her knowledge on best practices through webinars and blogs.<\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" The COVID-19 pandemic reshaped how businesses think about employee wellbeing. Work environments shifted rapidly \u2014 some employees faced high-pressure frontline roles, while others adapted to remote work, new technologies, and varying levels of isolation or family demands. Maintaining productivity through these changes hasn\u2019t been easy. In such situations, it becomes imperative to focus on employee […]<\/p>\n","protected":false},"author":26,"featured_media":3416,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false},"categories":[5],"tags":[],"yoast_head":"\n<\/span>1. Physical Health<\/strong><\/span><\/h2>\n
<\/span>2. Mental Health<\/strong><\/span><\/h2>\n
<\/span>3. Supporting Employees<\/strong><\/span><\/h2>\n
![\"\"](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2020\/06\/Employee-Wellbeing-Management1-300x200.jpeg\")
<\/p>\n<\/span>4. Financial Health<\/strong><\/span><\/h2>\n
<\/span>5. Stay in touch regularly<\/strong><\/span><\/h2>\n
<\/span>6. Flexible Hours<\/strong><\/span><\/h2>\n
<\/span>7. Corporate Social Responsibility<\/strong><\/span><\/h2>\n
***<\/h4>\n