5.2. Recommendations for managers of remote rotational workers RECOMMENDATION
EXAMPLE
COMMUNICATION Recognise your role as the gateway between the worker and the organisation
Consistently and regularly communicate information from the organisation to the workers, and, where possible, feed back worker views and concerns to the organisation. This is particularly key in sectors where there is perceived insecurity in order to reduce misunderstanding, concern and panic.
Focus on conversation and communication
Communication is a one-way exercise, whereas conversation is two-way. To increase workers’ perceptions of being listened to, and to enable you to understand the individual within each worker, using conversation is key.
Create a team culture of openness about mental health
Given the stigma around mental health and the lack of openness, you can create positive change by demonstrating zero tolerance for stigmatising behaviours in the team, and by normalising discussions about mental health. This could include sharing your own personal stories and experiences and talking openly about how you are feeling. Prompt workers to consider their own mental health by regularly asking ‘How are you, really?’.
PEER RELATIONSHIPS Facilitate strong peer relationships
Peer relationships are particularly important within this population and, therefore, you as a manager can play a part in encouraging the building of these relationships. This might be through enabling workers to have some control over who they work with on shift, encouraging informal conversations and camaraderie, and recommending or organising social groups and activities. Research has demonstrated that workers are more likely to open up to those of their own nationality, and therefore encouraging and supporting social groups by cultural background may be effective.
Manage the back-to-back relationship
For many workers, the back-to-back relationship is a crucial resource both instrumentally and emotionally. Ensure that there is an opportunity for crossover and hand-over between workers and encourage communication and relationship-building.
Demonstrate constructive conflict resolution
In a confined environment, conflict is common. Ensure that you resolve conflicts in a fair, objective and appropriate way where you get involved in supporting resolution and, if possible, make use of organisational policies and procedures.
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