Five
ways to beat the post-holiday blues
As you step off the plane at
your holiday destination, you take a deep, relaxing breath; your break starts
here. Then your phone rings. It’s work. Unfortunately, this situation is now
becoming commonplace and for many of us holidays are no longer a time for
genuine rest.
Our research shows that people
face a significant workload increase during the summer months. Almost
two-thirds (64%) of workers are placed under extra pressure from picking up colleagues’
work and more than half (55%) return from their own holiday to a backlog of
tasks and emails.
The result of getting little
rest and a rise in responsibilities is that 34% of employees have experienced stress, anxiety or depression over
the summer – all conditions that can lead to more serious mental and physical
illnesses.
As we wave goodbye to the sunny
months, what steps can HR take to tackle these conditions?
1. Plan ahead
Too much pressure is
detrimental to motivation and productivity, so it’s in everyone’s best
interests to collaborate and support each other during busy periods. Line
managers need to work with employees and help them to prioritise workloads.
More importantly, they should
also map out resources against annual leave in advance of popular holiday
periods, and make the necessary adjustments (such as altering deadlines or
bringing in temporary workers) to prevent staff having to take on too much
extra work.
2.
Encourage healthy activities
During peak times, people often
feel the need to work through lunch breaks, get in early or stay after hours to
complete tasks. However, a healthy work-life balance is essential to feeling
mentally and physically well and remaining productive. Managers need to create
an environment where employees feel they can take a break, leave on time
and take their full annual leave entitlement.
3.
Ask and understand
Regular one-to-one catch-ups
will help managers to identify employees that are struggling or overloaded with
work, ensuring that support is given as early on as possible. Simply asking
questions around areas such as workload can make a huge difference and lets staff
know that they can discuss concerns openly and honestly.
4.
Lead by example The best way to show people that they are able to do all of these things is
to lead by example. The actions of those in
positions of power are often contagious. Take a lunch break, leave on time, try
not to send emails late into the night and turn off your phone when you’re on
holiday. This might not always be possible, but it should be your goal.
5.
Tackle the taboo
In the workplace, mental health
has long been a taboo subject. Employees often feel under
pressure to keep any problems under wraps for fear of being labelled weak or
unproductive. With the latest figures revealing that 70 million working days
were lost last year in the UK due to mental illness, it’s clear why it is vital
for business leaders, HR departments and line managers to create an environment
where employees feel comfortable discussing their problems.
Taking these steps will show
people that their wellbeing is truly valued. Help them feel comfortable
discussing workload and switching off when they’re on holiday, and create a
much happier, healthier and more productive workforce. While breaking down
the wall of silence that surrounds mental health in
business will take longer, these small but effective steps will put us on the
right path.