How are you coping with the quarantine? It has been more than six months already and we still don't know when it will end. As of September 11, there were 28 million COVID-19 cases reported with 906,092 deaths worldwide, with the Philippines registering 252,964 cases and 4,108 deaths. The quarantine dislocated a lot of businesses. The Philippine GDP growth rate in the second quarter dropped by 16.5% (lowest since 1981) while full year 2020 GDP forecast by the government is now seen at -5.5% vs. pre-COVID-19 of 6.5% to 7%. If we don't watch out, this may lead to mental health crises. We don't want that, do we?
“These are challenging times and we need to draw on the inner power source within us”, says Kim Kraszula, Director of Power in People Consulting during the Filipina Circle of CEOs (FCC) meeting. Most companies responded to COVID-19 by ensuring the safety of their employees, their customers and providing financial assistance to their staff to the extent possible. Companies adapted to the new normal by conserving cash, reviewing operational cost and efficiencies and looking for new ways of generating sales. Significant pressure with challenges in data privacy, cyberattacks and brand damage. On a personal basis, many can’t cope being locked down at home with job insecurities and anxieties over the future.
It is reported that suicide prevention hotline calls for help doubled across all age groups since the quarantine. In February 2020, DOLE issued guidelines for private companies to help employees with mental health conditions which provides for flexible work schedules and a Mental Health Workplace Policy and Program etc. Per Department of Health, with the rise in suicide rates during the pandemic, there is the opportunity now to give more focus to the full implementation of RA 11036 on the Mental Health Act of 2018. The law assures privacy, protection from stigma and discrimination for those seeking mental health services. WHO study also confirms that mental health related concerns such as stress and depression dramatically increased since the pandemic.
What does a thriving workplace mean? Ms. Kim said, “a thriving workplace means greater engagement of each employee’s physical, cognitive and emotional energies, which then spur the employee’s feelings of happiness and purpose within the work place.” So, do you want to have a thriving work place? Of course! Why not? She said that there are three (3) important components of psychological welfare and these are: 1) positive emotional experiences,such as happiness and positive energy; 2) the absence of negative emotional experience such as stress and 3) satisfaction with life or the need to be gratified.
She then provided five drivers to create and sustain a thriving workplace. These are:
Leadership: Inspirational leaders map out positive visions for the organization which result in healthy, happy workplace.
Connectedness: Employees support each other beyond work and feel a sense of belonging to a community.
Capability: Provide training for all leaders on how to develop and support staff e.g. leading with empathy, building coaching capability etc.
Policy: Have workplace programs in place to improve well-being and mental health.
Culture: Encourage open discussion of issues that affect well-being and mental health. Employees are supported through change to help optimize work life integration.
Why is a thriving workplace important? It is, as employees are likely to be more creative, loyal, productive and provide better customer satisfaction. Employee performance is a result of both well-being and engagement leading to organizational effectiveness.Now, how do we ensure the success of a well-being program? Ms. Kim presented the following steps as a framework for the workplaces to act:
Engage Leaders
Buy-in and engagement from senior leadership is a must, with clear objectives of the program. Is there good appreciation by your senior management of the return on investment and business benefits to the organization to invest in building a thriving workplace?
Diagnose and Determine Priority Areas for Change.
Listen to employees.What are your staff saying? Identify/engage well-being champions. Determine priority areas for change.
Agree scope to implement position workplace practices.
Link strategy policy and workplace interventions to existing priorities, plans or values to help make it apart of the overall business plan.
FCC was inspired by the book of Face Book COO Sheryl Sandberg “LEAN IN”. FCC, composed of high powered women is led by ChairCristina Concepcion (BPOI), President Sharon Dayoan (KPMG), and board of directors: Susan Dimacali (Aspac Creative Communications), Ginia Domingo (Motostrada), Valerie Pama (Sunlife Asset Management), Nabbie Alejo (BPI Bangko) and Rosario Bradbury (SGS Far East). FCC advocates women empowerment in the corporate world, to have more Filipina CEOs leading Philippine corporations.
The Catholic Church thru Manila Apostolic Administrator and Philippine Bible Society Chair Bishop Broderick Pabillo said, “While observing proper protocols and physical distancing, we can help ease the burden on people by bringing them closer to the Lord.” I certainly agree.Let’s make good use of our time in this crisis. This too will pass. Let’s look forward to an exciting comeback once this is over.
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Ms. Tarriela is the Chairman of PNB and PNB Capital. She was formerly Undersecretary of Finance and the first Filipina Vice President of Citibank N.A. She is a trustee of FINEX Foundation, FINEX Academy, the Philippine Bible Society and a member of the Filipina Circle of CEOs (FCC).