The good news for employers is that we have passed the initial panic surrounding the covid 19 pandemic, however, there is potentially a longer-term problem that will have an impact on employees’ wellbeing. Working culture has changed during this pandemic and many employers have recognised this fact. Although alternate arrangements of working from home have been implemented, many employees are in fear of losing their jobs.

In this digital world our working lives have changed, the way employers communicate with their employees, and the way they operate. Although the World Health Organisation has warned of the mental health crisis, how can companies help employees prepare for the challenges in the post pandemic age. One of the most trending topics in recent years has been employee well-being, but over the past 18 months this has gained even more significance.

In this pandemic many employers have addressed most of the basic needs of their employees, like safety and security during the crisis. However, employers have to work out a clearer approach to define a strategic path, as they enter the post vaccination phase. According to a survey conducted by McKinsey Group, over a wide range of employees, experience has shown that there are more positive effects on the daily activities of those employees who work remotely, compared to those who have less flexibility to do so.

So what can a company do to maintain the wellbeing of their employees and help maintain employee engagement in this pandemic? Organisations should first understand the main concern of their employees, measure the benefits that have been given to them and consider customising employee benefit plans according to their specific situation.

Listen to your workforce, one of the main ways to build trust amongst your employees. Not only employees, but everyone, is experiencing a strikingly huge level of disruption in their home as well as workplace. Employers who have listened and addressed the basic needs of their employees are more likely to have a productive workforce and retain them.

Added Benefits, current benefits may not be useful to some employees who are working from home, so reviewing the existing benefits and providing more digital benefits to the employees where there is a need may be one solution. Online sessions for helping with mental well-being, for example, have proven results in the workforce.

Supportive Management, senior management who have a productive strategy for working from home and employee engagement in place during this period, has helped to drive engagement. Support and regular contact of the senior management with their teams, has a huge impact on the individual’s and team’s performance.

Positive Work Environment, work life balance has come to the forefront and many have started adjusting to their personal needs whilst balancing their work commitments, indeed most employees now have a positive work environment, taking care of their personal needs, as well as work demands, thereby improving productivity.

Most organisations have adjusted their working practices, however not all have adjusted their working methodology. Simply, because some jobs require employees to work onsite, in this instance, employers should perhaps have flexibility, allowing employees to work safely and on alternate days, for instance.

Seeking constant feedback from employees on how they feel, analysing their needs, adjusting working plans according to these needs and ensuring they use their skills productively can help with employee engagement and wellness going forwards, thus increasing productivity.