Preventing psychosocial risks

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Observation: The deterioration of the mental health of employees during the health crisis

Since the beginning of the pandemic, successive confinements and forced teleworking have caused a deterioration in the mental health of employees, with an increase in burn-out, as indicated by the figures communicated by Santé Publique France in 2021:

• More than a third of French employees are in psychological distress.
• 16% of the French population showed signs of depression, a level 6 points higher than during the non-epidemic period.
• More than a quarter of French people showed signs of anxiety(+12 points compared to normal)
• 70% of respondents said they had experienced sleep problems in the last eight days, (+20 points compared to normal)
• Finally, 10% of French people said they had had suicidal thoughts during the year.
  

Solutions:

In this context, there are several ways to prevent psychosocial risks within your structure:

The first step is to teach employees about hybrid best practices and encourage them to apply them.

⇒ Engage in regular sports activity.

⇒ Ventilate at least once a day.

⇒ Disconnect disconnect totally in the evenings and weekends

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How to prevent burn-out? With Aurélie Mora, psychologist.

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The company can put these recommendations into action via incentive policies:

⇒ Provide employees with the opportunity to telework away from home. Telecommuting has highlighted the social inequalities between employees, who do not enjoy the same comfort when they are at a distance. The employer must be able to offer coworking spaces near their homes, or third places. We recommend that organizations provide employees with a subscription to a coworking space so that they can work remotely from home, in order to prevent sedentariness, isolation and overwork.

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Some hotels in the area offer office space. This option can be useful for employees who live far away and still want to work from home.

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Two years after the beginning of the epidemic, the foundations of the employee/employer pact have been transformed. Flexibility, trust, a better work/life balance and freedom to organize working hours: these are the new credos of the majority of post-covid workers. Hybrid work will be the norm with 2 to 3 days of telework in 2025, according to the latest survey conducted by ANDRH and the BCG firm.

Whether it is full, regular or occasional, the use of telework seems to be a must today to boost the attractiveness of companies and their employer brand. If teleworking has many advantages - savings on travel time, lower CO2 emissions, freedom of organization for the employee - it also involves various psychological, social, insurance, managerial or organizational risks.

How can they be avoided? What mechanisms should be put in place to best support the hybridization of work in organizations? How can we make hybridization an opportunity for organizations rather than an obstacle? Discover here our advice and best practices to adopt to meet the challenge of hybrid transition.

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