The Little Blue Book

So, what can you do? • Set up a ‘buddy check’ system with rotating groups of four or five colleagues (similar to what happens around ‘the watercooler’). The object to connect once a week – with one person nominated to take the lead – to talk on a personal level about health, wellbeing, workloads, work-hours, stress etc., and how they’re coping. This will keep the whole team connected and talking, and not just those who may naturally maintain contact (because of friendship or close working relationships). • Create a weekly ‘happy hour’ bringing the whole team together via Skype/Zoom or other platforms to connect not about work, but just to chat – to find out what each is doing outside of work hours. Who’s got a project? Anyone learning something new? What are you watching? How’s the family going? All that stuff that crops up in casual convos between workmates. • Structure projects for more collaborative engagement and with wider involvement across the team. Doing this will naturally connect more in the team, allowing a wider sharing of effort and shared sense of accomplishment. Feeling part of the collective effort builds ‘shared meaning’ with colleagues and improved job satisfaction. • Recognise at-risk individuals; you will know those who tended to sit or operate ‘on the outer’ during normal pre-lockdown operations. You will need to be especially alert to their needs; they may be carrying other disorders (like anxiety or depression) that were perhaps not as evident in the social environment of work. Team leaders (and colleagues) will need to be alert to signs of loneliness, withdrawal, diminished mood or other signs of disorder, and have strategies in place to assist them. • Be especially alert to the needs of those who may have mobility problems, or disability, or are at risk of discrimination or stigma due to gender, race or sexual orientation. You will need to monitor their health and wellbeing while working from home, and to also have an assistance plan in place. • Have a referral and counselling service available for self-referral for individuals who may be struggling with negative thoughts and emotions. Having professional counsellors and referral services available through your EAP plan (or via other professional arrangements) will be key to protecting mental health when working remotely. This will ensure that people who may be struggling, but reluctant to disclose to colleagues or team leaders, can readily access help and guidance. Providing webinars and training to raise awareness of mental health risks, and of personal practices to combat the impacts of isolation and to build resilience (to negative thinking and behaviours), will also be key to promoting positive behaviours and to protecting mental health and welfare. 33 ADA Australia PostScript Section 1 Section 3 Section 2