The Remote Workplace Culture that Prioritises Employee Wellbeing: Laila Raway

Laila Raway

Laila is a Learning & Development Specialist with a strong background in mental health. Originally focused in providing emotional support to individuals with chronic mental health conditions, her role now consists of providing training sessions on various mental health topics, including wellbeing in the workplace. Laila’s experience and current position makes for a great inclusion to this conversation in providing mental health workplace guidance.

On addressing work-life imbalance and boundaries between work and home life

Blurred boundaries are at risk now more than ever for employees working remotely because when they're at work, they're also at home.

One of the most important ways organisations can encourage employees to separate work and personal life is to help set up a dedicated workspace—where individuals would only venture to during working hours.

If this cannot be done because of environment or space limitations, I would encourage employees to mimic their previous working routine in the office. Changing into work attire, perhaps organising a virtual lunch break with colleagues, and owning a designated work mug (yes, this helps!). These are simple, yet effective ways in establishing work/life boundaries, with the aim of separating work and home rituals.

On how employers can provide regular check-ins with employees to maintain social interactions

Something we practice with my team is meeting for 15-20 minutes at the start and end of the working day. These meetings serve as opportunities to see each other (like we would in the office) and make room for small talk.

We cannot forget the importance of catching up between team leaders/managers and employees on a one-to-one basis. It’s good practice for leaders to consider regularly scheduling time to touch base on an individual level with their employees to check in with them and ask where they could benefit from further support.

The idea is to maintain regular contact with each other that is not restricted to regular, work-related meetings.

On social opportunities organisations can offer to employees to help combat social isolation

Many employers are opting for virtual team-building sessions as a means to provide social events other than work-related responsibilities. Employers could encourage casual meet ups over Zoom (or whatever video conferencing medium your workplace uses). In working remotely for over a year, services have adapted the way they used to work with educational and awareness sessions being held online. These can be delivered interactively.

There is something every organisation can apply, and employers would benefit from checking out what’s trending in this space and what would work for their employees.

On how leaders can provide emotional support to employees during Covid-19 and remote work

As cliché as it sounds, I believe social distance only means physical distance. You can connect with employees through a customised approach, focusing on the individual, as not everyone’s home life is supportive of remote working. One silver lining of the pandemic is more conversation surrounding the impact of mental health on employees.

Being honest about your experience and struggles as a leader can encourage others to share their own.

It will also signify value in open communication toward these discussions, as part of your workplace culture. Ultimately, whatever goes on in our personal lives impacts our work and vice versa. Expect your employee’s needs to change over time, and support them accordingly, that will allow them to work productively and purposefully.

Final words of advice

Remember that we are all in the same boat—leaders, employers, and employees. We’re all trying to find the best way forward given the circumstances. Building virtual connections had to replace face-to-face interactions that we all miss. Nevertheless, these virtual connections are vital in maintaining communication—now more than ever.