| Since the internet became ubiquitous on cell phones and tablets, people have discovered the joy of surfing, especially when working from home. That’s not going to change anytime soon, however something has changed. In the last few years, it’s not just topical memes and cat videos that capture people’s attention – it’s bad news. Surfing the web, a once-pleasant distraction, has turned into doom surfing (or doom scrolling). |
“Pandemics, war, inflation, climate change… bad news is everywhere and there’s no way people can avoid it,” says Earl Shindruk, President of Optimax Benefits. “Employers can’t stop people from surfing, or doom surfing, but they need to be aware of what their employees are experiencing.” For example, consider the pandemic. Even though it has been with us for two and a half years and many have resigned themselves to living with it, 45% of Canadians say the Covid-19 pandemic continues to impact their mental health. Fighting back “Understanding is step one,” says Earl. “The next step is showing your staff that you’re supporting them. Openly address the fact that we’re in a once-in-a-generation crisis and let them know you’re taking appropriate action. Your benefits provider should be able to help guide you through the options.” Employers that want to be proactive in managing the effects of doom surfing, have more options than ever before. Today there are online platforms specifically designed to support mental health and resiliency. Managers should be going over insurance plans with their benefits provider and learning about innovations like Internet-based Cognitive Behavioural Therapy, which brings together the expediency of virtual access with the benefits of in-person treatment. A comprehensive benefits plan, clearly communicated to staff, can provide timely and significant mental health support to employees grappling with the repercussions of doom surfing, or just the general malaise incurred from the challenges of 21st century life. Managers also need to consciously work towards creating and sustaining a judgement-free work environment in which employees feel comfortable discussing the issues that are affecting them. Beyond that, employers need to be coached how to respond and refer employees to the appropriate support mechanisms. Summer tends to shake up people’s routines. That makes this the perfect time for employers to think about any changes they’d like to have in place as people settle into their regular routines in the fall. Communicate. Get the conversation started. Encourage employees to share their concerns. Let them know you’re aware of what they may be going through. Plan. Meet with your benefits provider, discuss options and ensure your plan provides the mental health coverage you need. Execute. Share benefits information with your staff with positive messaging. They wouldn’t ignore a broken arm or physical impairment – remind them to look after their emotional and mental wellbeing as well. Communicate. Again. Meet with employees, monitor results and continue to be proactive so employees know they haven’t been forgotten. We can all remember times in our lives when a little thoughtfulness went a long way. Your employees will remember and appreciate your efforts moving forward. Knowing that you’re not facing a crisis alone is critical. You can’t control the news and you can’t control what your employees encounter while surfing, but you can create a positive, supportive space for them to land on. Photo courtesy of Mentatdgt on Pexels |
