Investing in the health and well-being of employees is needed in local organisations now more than ever.

While insisting that employees return to the physical work environment after what was considered a psychologically challenging two-plus years, when fear, anxiety, grief, and stress were heightened due to the novel coronavirus pandemic, I implore leaders not only to consider the needs of the organisation, but also those of the employees. While it may seem prudent to request that employees return to the organised space, consider the effects of the past two years and how individuals may have been impacted. Some may need a little help to reacclimate to the organisation.

Certainly, once back in the system, they are expected to perform optimally; however, chances are they may appear well adjusted, but be mindful that psychological upheavals do not just vanish, they tend to stay with us for a while. They stay longer when ignored and over time can have serious implications for our mental wellness and organisational productivity.

Once back in the system employees must continue to pleasantly interact with customers and peers. Leaders are also expected to continue to lead, because that’s what they are mandated to do, but they, too, have been affected by the pandemic. Like the mid- to entry-level employees, they are struggling with many challenges and, unfortunately, sometimes forget that none of us, however strong and powerful, can separate ourselves from our emotions.

Furthermore, some jobs/roles have been expanded to allow for the achievement of profits that were not made during the two-year mental and physical hiatus. Additionally, salary increases are not even being considered because organisational earnings are low. These factors, for many, have exacerbated the lack of motivation, low morale, increased anxiety, high stress levels, and fear as employees have increased workloads but cannot meet increasing supermarket bills.

Expecting everything to return to normal in the organisation because we’ve opened the proverbial curtains and it looks relatively harmless and normal outside ignores the fact that those psychological challenges that people are dealing with are authentic and personally and professionally dangerous. It cannot be business as usual.

Organisations are social systems; they cannot be without people. However technologically advanced the world becomes, people will always be a necessity. I, therefore, implore our ever-so-valued organisational leaders to pause for a minute and think about the emotions that are currently rampant inside your organisations.

Pre-pandemic, some organisations were working toward building positive or close to positive environments by way of workplace/employee wellness programmes. These activities were primarily aimed at reducing stress and burnout while demonstrating to employees that they are valued. I bet many saw improved work relations and increased productivity. I applaud those entities and encourage them to reinstate these programmes as soon as possible. They are critical for the health and success of the organisation. Other leaders who have not yet felt the need to invest in workplace/employee wellness programmes or some form of employee intervention of this nature, please do not just think about it; do it.

Now that people are back or still thinking about coming back, be mindful that they may be there just to do what they are expected to do and nothing else. More and more the term “quiet quitting”, employees doing enough just to get by, has become applicable.

Let us remember that employees do not leave their emotions at home or pack them in a Ziploc bag and leave them at the front desk or in a locker. Emotions are present every second of our lives. They are activated whether we invite them or not. Do not expect that, without investing in workplace/employee wellness programmes, things will return to normal. It is not that simple.

Corent McDonald, PhD, is a lecturer at The University of the West Indies and a process consultant. Send comments to the Jamiaca Observer or corentmac7@gmail.com.