Returning to work post lockdown

With furlough coming to an end, many people will be returning to the workplace and transitioning from working remotely post lockdown. Lockdown has affected people in many different ways, so it’s inevitable that there will be feelings of uncertainty surrounding this move back to a new normality.

Owing to the extreme fear and confusion that Covid-19 created, many people have suffered from mental health issues, which is totally understandable. Being kept away from close friends and loved ones, having to adapt to working from home or perhaps not working at all, and worrying about the consequences of catching Covid, is all a huge strain on both our mental and physical wellbeing.

How to stay healthy during the transition

Prior to returning to the workplace, it’s very likely you’re going to have some concerns, which may include:

• How clean and safe is the environment?
• Will people be social distancing?
• Will I be able to concentrate in a busier environment?
• How will I cope with a new routine?

These thoughts are quite normal but if you feel like you’re beginning to get overly concerned and it’s negatively affecting your mental wellbeing, there are things you can put in place to ease the worry and those feelings of anxiety and stress.

1. Speak with your line manager and any colleagues who have already returned to work. They should be able to reassure you of all the safety procedures that are in place.
2. Think about how going back to work will affect you regarding the commute times and the additional costs of this, and family commitments or responsibilities. If this is a concern, speak to your manager and see how they can help. They might allow for flexible working hours and have a car share or cycle-to-work scheme in place.
3. Get yourself into a good daily routine. Go to bed early and get plenty of sleep. Allow plenty of time to prepare yourself before you leave for work and make time for a healthy breakfast. Perhaps you could work out at the gym, go for a swim, or enjoy a morning walk. These types of exercises will boost your mental alertness and energy levels to put you in a more positive mood. A study published by the National Library of Medicine showed that “participants in randomized clinical trials of physical-activity interventions show better health outcomes, including better general and health-related quality in life, better functional capacity and better mood states.”
4. If you start to feel anxious once you’re back at work, try using a few coping methods to help you to stay calm. Practise breathing techniques or take a walk in the outdoors, both of which are great for helping you to relax, quieten the mind and focus.

If you still feel anxious, stressed or even depressed and it’s affecting your mental wellbeing, please seek professional advice.

You might also find these First Psychology resources helpful:

• Find out more and view our FREE webinar recording 'Supporting staff returning to work after lockdown' >
• Download our FREE pdf booklet 'Supporting mental health - a psychological toolkit for supporting staff returning to work after lockdown' >
• View our FREE covid19 wellbeing resources >

Working with ADHD

Without the appropriate adjustments and strategies, work can soon turn into a nightmare for those with Attention Deficit Hyperactivity Disorder (ADHD). However, with the right tools and support, people with ADHD can use their traits to their advantage and become happier employees.

How can ADHD affect people in the workplace?

It’s important to note that everyone with ADHD is different and will have different experiences of things. However, in their guide for employers, the Scottish ADHD Coalition asserts that there are both benefits and potential difficulties to presenting with ADHD.

Benefits include:

• Attention to detail
• Spontaneity and flexibility
• Being motivated by shorter deadlines
• Being extremely focused on tasks they are particularly interested in
• Having boundless energy

The difficulties associated with ADHD are found within the symptoms, which are:

• Lack of organisation
• Being easily distracted
• Concentration difficulties
• Impulsiveness – acting without thinking
• Hyperactivity – although adults are usually less active than children with ADHD

This is by no means a definitive list of symptoms, and people with ADHD may experience some, or all of these symptoms.

What causes the symptoms of ADHD?

ADHD can exist as a condition on its own, but more often than not, it presents alongside other conditions. These include autism, dyslexia and dyspraxia. The ADHD Foundation describes the condition as “... A neurodevelopmental condition affecting brain structure and neurotransmission”. Simply put, this means that a person with ADHD processes information differently and that different areas of the brain are stimulated when this information is processed.

How can employers support staff with ADHD at work?

Besides it being a legal requirement for employers to recognise ADHD as a disability under the 2010 Disability Act, it is sensible for an employer to learn how to support their employee to ensure they are happy and productive.

Some steps to supporting staff with ADHD include:

• Researching ADHD so you have a better understanding. 
• Having conversations with the individual – they will undoubtedly have insight into their condition which can help you put measures into place to support them.
• Agreeing to flexible start and finish times to avoid your employee being punished if they can’t stick to specific times.
• Using visual prompts such as calendars and charts for upcoming tasks and the order they need to be done.
• Installing larger or duplicate screens, if working with computers, so information can be clearly seen without the need to memorise lots of information.
• Providing instructions in written form rather than verbal.
• Allowing for regular breaks, especially during long meetings.
• Offering your employee regular review meetings and the opportunity to discuss their needs when required.
• As those with ADHD can be easily distracted, provide a private work area if possible, with as little noise and unnecessary visual distractions as possible. If this is not possible in your line of work, headphones or earplugs could be beneficial.

How do I approach my employer about ADHD support in the workplace?

If you are starting a new job, or you aren’t receiving the support required, approach the matter with your manager or employer as soon as possible. You may already know what kind of support you need such as being permitted to wear headphones, or to take regular breaks to stretch and walk around. If not, do your homework so you can explain to your employer what you require and what information you have found on how this could be implemented. Your employer should be aware of their responsibilities, but if they aren’t, then they need to act upon them as soon as they do become aware. Show them the Employer's guide to ADHD produced by the Scottish ADHD Coalition as this may help them understand what they can do to support you at work. 

Read the Scottish ADHD Coalition's 'Employer's guide to ADHD' >

Visit the Scottish ADHD Coalition website >

Wellness at work

RAND Europe, a non-profit research and analysis organisation, undertakes ongoing studies into wellbeing in the workplace and states: “Emerging research indicates that a healthier workforce is a more productive workforce, with fewer sick days taken and higher productivity when at work”.

When we take into consideration the amount of time we spend at work and the constant pressures we face each day, it’s no surprise that many of us, at some point in our careers, have taken time off work due to stress, anxiety or depression.

But with forward-thinking employers who recognise the importance of wellbeing at work, many companies are now putting wellbeing practices into place. Wellness programs that include yoga, meditation, free counselling sessions, training courses on mental wellbeing, fitness challenges, or gym memberships can help maintain a healthier workforce, which ultimately results in fewer sick days, higher retention, increased productivity and a happier work environment.

Middleton Murray, a UK based apprenticeship training provider, takes an holistic approach to wellbeing in the workplace and since introducing meditation techniques using the popular Headspace app, they have managed to retain all of their 120 staff since the initiative began.

Innocent Smoothies is a well known brand that puts wellbeing at the forefront of its success. The company provides many perks that contribute daily to the wellbeing of its staff. Free gym membership, flexible working hours, yoga club, free breakfasts, and training courses for understanding mental wellbeing are just a few of the initiatives that the brand has implemented.

There are lots of wellbeing initiatives that can be cost effective, providing benefits for both the company and employee. Good employee wellbeing increases productivity and motivation; boosts team spirit; and reduces stress, anxiety and depression.

Onsite yoga

By operating a yoga class at lunchtime, it not only encourages staff to take a break, it can also improve levels of concentration, ease muscle pain, and increase energy levels.

Nutritious snacks

Employers can try avoiding the mid-afternoon slump by ditching the vending machine and providing staff with a choice of healthy snacks such as fresh fruit and vegetables.

Flexible hours

We all have different commitments and responsibilities in our lives, therefore not everyone works to their optimum at the same times of day. Flexible working hours allow staff to work the hours that best suit their personal lives which, in turn, can reduce stress and enable them to focus better on the job at hand.

Walk or cycle to work initiative

As well as playing a part in reducing our carbon footprint by operating a walk or cycle to work initiative, we can help improve both mental and physical wellbeing of the workforce. Under the government’s Cycle to Work Scheme, employers can loan out bicycles to their staff as a tax-free benefit.

Training workshops on mental wellbeing

Mental health issues are often misunderstood in the workplace and as a result, people are reluctant to seek help. In addition, managers and colleagues may not recognise the issues that an employee is facing. Training workshops can include topics such as mindfulness, stress, assertiveness, managing difficult people, managing conflict at work, effective listening, motivational interviewing, etc. They can help provide relevant and helpful information to everyone or specific groups of people as well as guidance on techniques that people can use at home to alleviate symptoms. 

Counselling or CBT sessions for employees

More and more companies are offering counselling and cognitive-behaviour therapy (CBT) sessions to their employees. These are evidence-based approaches that can help employees improve mental wellbeing and also support recovery from stress, anxiety, low mood and psychological difficulties.

If you'd like to find out how First Psychology Assistance can help your organisation better understand and improve the mental health of employees, visit our website www.firstpsychology-assistance.co.uk https://www.firstpsychology-assistance.co.uk/services.php

Ways to deal with difficult personalities

Our differences are what set us apart from each other – they add a vibrancy and a dynamic to the workplace that just would not be enjoyed, were we all the same. Diversity brings challenge and discussion that enables us to produce work that is thorough and rigorous.

However, this multiplicity may mean that there are one or two personalities within our work environment that we find difficult to work with. Rather than let this cause conflict, it’s better to have a plan – and be armed with the communication skills you need to deal with even the most trying of colleagues!

This article from Psychology today outlines ten top tips for dealing with difficult people in the workplace – it’s a great place to start in identifying what personality type you are dealing with. Here’s the list:

1. Keep your cool 
2. 'Fly like an eagle"
3. Shift from being reactive to proactive 
4. Pick your battles
5. Separate the person from the issue 
6. Put the spotlight on them 
7. Use appropriate humour
8. Change from following to leading 
9. Confront bullies
10. Set consequence 

It’s a good starting point, but when deciding which approach will work best for you, do bear in mind that there are two types of difficult conversation that you could find yourself facing. It helps to prepare an approach for each, beforehand!

Planned conversations

Knowing that you are going to encounter a difficult conversation can be daunting, but it does give you time to prepare. Make sure you have your facts straight beforehand – plan what you want to get across and how you are going to say it. Think carefully how you will respond to questions, accusations or challenges. 

Unplanned conversations

Being ‘cornered’ on the spur of the moment can automatically put us on the defensive, which means we deal with matters emotionally, rather than rationally. Try and reflect on how you react in such circumstances before they arise and put some steps in place that will prepare you, such as mindfulness techniques or a ‘holding’ response that will help you communication rationally if you’re ever put on the spot.

Be self-aware…

With a little bit of self-awareness and a willingness to develop your own communication skills, it is possible to be able to navigate interactions with difficult people. The following qualities are invaluable when communicating with others:

Assertiveness

We’re not talking about being bossy or bullish – assertiveness is about putting your point of view across clearly and with passion. Our assertiveness webpage gives you some tips on how to develop your own assertiveness.

Empathy

Empathy is a willingness to see things from another’s’ perspective, an appreciation of how you would feel were roles reversed. Read more about the habits of empathic people >

Negotiation

Aiming for a win-win outcome really helps when developing relationships at work. Creating an outcome where everyone can benefit is a powerful leadership tool. Read more >

Verbal / Non-Verbal Language

How you communicate with others is about so much more than the words you use – it’s about your non-verbal cues as well. This previous blog outlines some counselling skills that will help you connect with others.

Keep calm and carry on…

Difficult conversations and interactions with others can escalate quickly. Here are some tips to help you stay calm and in the moment >


Dealing with difficult people is not something that people relish, however with planning and preparation it needn’t detract from the job you have to do – or indeed impact on your working relationships.

Postive Psychology that works in the workplace

According to the British Psychological Society, psychology remains one of the most popular subjects to study. There’s no denying that the study of psychology is immensely rewarding and we would – obviously – advocate psychology as a career option for those interested in the study of the human psyche and what makes us all tick.

However, don’t despair if a career in psychology is out of reach for you. The chances are you are using psychology in your job today – though you’re not consciously aware of it. If you’re not, we’ve developed some pointers to help you incorporate positive psychology into your workplace to build better relationships, increase motivation and drive performance.

Look at your leadership style

No-one sets out to be a poor leader and often it’s a role that’s thrust upon people when they’re deemed to be ready, rather than something people train for. There are many different leadership styles, but the most successful leaders share the same qualities in the way they interact with their colleagues.

Try to practise some of the following and assess the impact it has on your own performance and that of your team:

• Offer clear guidance, but allow group members to voice opinions 
• Talk about possible solutions to problems with members of the group 
• Focus on stimulating ideas and be willing to reward creativity 

Although some time ago now, a study of Fortune 1000 companies by Collins in 2001 found two further factors that lifted leaders from ‘good to great’:

• Modesty: the most effective leaders were incredibly modest and humble.
• Persistence: the leaders who transformed their organisations never stopped pushing towards their goals.

Promote a happy workplace

The driving force behind workplace positive psychology is the notion that happier employees are more productive. So, how do you make your employees happy? Our previous post focussed on stress-busting in the workplace and the same techniques used to ease stress can also help to create a calm and happy atmosphere at work. We’re not talking about big changes here, sometimes a series of small initiatives aimed at helping colleagues feel more satisfied and happier in their work can often pay dividends. So instead of a staff-retreat and jolly, think more along the lines of an open door policy, increasing the frequency of 1-2-1s and introducing a staff suggestion scheme.

Be thankful

Employees are motivated by many different things, but we all appreciate being appreciated.  In much the same way that we are taught to practise positive reinforcement at home with the kids, the same could also be said of how we treat our employees. So focus on the positives in your workplace, and encourage others to do the same. We’re not talking about grand gestures of thanks, a subtle word of gratitude on the quiet will have much the same effect. Why not set yourself a target of emailing one colleague today outlining an aspect of their work that you’re grateful for?

Don’t manage, mentor

Establishing mentoring relationships within your team is one of the best ways to foster worker / employer camaraderie. The manager / employee relationship is one of superiority, the role of mentor is more about enablement, encouragement and nurturing. The mentor / employee relationship is one where honest feedback is welcomed, and a place where employees can get the psychological and social support they need to excel in their role.

Keeping calm when all around you are losing their heads: a manager’s guide

There’s a common perception that we’re all working longer and harder than ever before. A close eye on overheads and an increasingly competitive marketplace means less people are often doing more than they’re used to and this can only lead to one thing: a stressed-out, unfulfilled team.

As managers we have a role to play in ensuring the continued productivity and resilience of our team. Learning some simple stress-busting techniques to keep your team productive during busy, stressful times is time and effort well spent – for yourself and your organisation.

For some, relaxation techniques are seen as a luxury that many managers can’t afford, however this viewpoint is slowly changing with recent studies indicating that managers trained in mindfulness have been shown to make more rational decisions, which rubs off on their team. The skill of being able to detach from your feelings during periods of stress, means business decisions are more focussed and considered, based on evidence rather than emotions – and that can only be good for business.

It follows that those managers who plan a small amount of time into their diary each day to refocus and retain a calm centre, will provide more measured management to their teams which will, in turn, drive better performance and deliver improved results for their organisation.

There are a number of signs evident in the workplace that managers can look out for, as an early indication that they may be bearing more than their fair burden of stress:

• Forgetting someone’s name as soon as you hear it
• Listening to colleagues while doing something else at the same time
• Eating without being aware of eating
• Reacting emotionally to work scenarios
• Daydreaming when going about your daily tasks

We’ve compiled three simple exercises that managers can build into their working day to help keep calm at work, enabling them to better support and develop their teams.

With five minutes to spare: Become aware of your breathing

The purpose of this step is to really think about the act of breathing – you don’t have to breathe in a certain way, for a certain length of time, just think about what you are doing. Find a quiet space – a closed office or small meeting room is ideal – sit down and really focus on what you are doing. Concentrate on those parts of your body you use when you are taking a breath in; savour the moment before exhaling and relish in the calm that flows across your body as you breathe out. The objective is not to let the mind wander or enter a trance-like state – it is about taking notice of our body and what it does to stay alive. If other thoughts start to enter your head, acknowledge them, then click your fingers as a cue to bring your focus back to the physical act of breathing.

Ten minutes – concentrate on your colleagues

This is an exercise in observation. By taking in the actions and behaviours of those around us, we gain a deeper appreciation of them as individuals, which leads to improved working relationships. This helps managers make more grounded choices when communicating with others during times of stress. People watching is a popular pastime, usually undertaken for pleasure, but its value as a mindfulness exercise when done in relation to the workplace in underrated. The objective here is not to spy or pry, it is about observing what makes your most important asset – that is, your team, tick and using that knowledge to inform your future managerial decision making. Ask yourself questions as you observe: Why are they here? Are they happy? Nervous? Irritable? Why? What does the way they hold themselves say about them? Does the way they interact with colleagues match up with their body language? To spend just ten minutes observing those around you and learning from what you see, will result in much calmer team dynamics.

Fifteen minutes – take in the task

Multi-tasking is a skill in itself, but do you ever wonder about the quality of your outputs? There is nothing more productive and rewarding than being fully present and totally focused on one piece of work at a time. Mobile phones, emails, social media, and intranets are all competing for attention while we complete work tasks to the best of our ability. This exercise takes about fifteen minutes. Pick a task, any task that sits on your to-do list. Remove yourself away from all distractions, switch off all competing technology and just concern yourself with the task in hand. If you start to daydream, click your fingers as a cue to bring your focus back to the task you’re doing. When your fifteen minutes is done, review your work. The knowledge that the task has had your undivided attention brings with it a sense of pride, which in turn reduces anxiety and stress. You’ll find that after one task well done, you’ll be able to review your own workload – and that of your team – with a renewed clarity and focus.