More than one in three Lithuanians feel overwhelmed: they said what the strangest people of “those” times

“As the quarantine continues, continuous monitoring of the status of employees becomes a necessity. Only by seeing the real situation can managers take timely measures to mitigate negative phenomena,” says psychologist Dr. Gintaras Chomentauskas.

What employees generally lack is also revealed by the survey. Employees value the lack of communication with 3.8 points out of 5 possible. So companies that run short video meetings every day with video for everyone are doing the right thing, and while they give everyone a brief opportunity to speak to everyone, they are right, according to the press release. It also makes sense to promote informal gatherings, such as “mental battles” or meetings to develop creativity, organize training in stress management techniques, and so on. The solution when organizations request psychological counseling for employees also works.

Marius Jundulas, CEO of the Gjensidige insurance company, also highlighted the need to pay attention to the emotional well-being of the population. According to him, both commercial and public sector organizations should pay attention not only to performance indicators, but also to employee well-being factors.

“Employees who are feeling stressed, anxious or sad will definitely not achieve good results. That is why we also measure the psychological climate of the organization, indicators of people’s well-being. They are similar to the general trends in Lithuania and, in some respects, the climate of our organization looks better: people experience more pleasure and less anxiety and anger, ”says the manager.

According to M. Jundul, the company takes into account the initiatives of the employees themselves to maintain a healthier emotional climate.

Gjensidige employees actively participate in the walking challenge, which competes for who will walk the most miles. Ms. Jundul says that in this way, physical activity of people, joint activities and initiative of employees and, most importantly, people-to-people contacts are encouraged.

“Colleagues not only communicate about labor issues: we all care how our colleagues collaborate in life issues, we maintain a lot of human connection. This generates more security and involvement in the life of the organization,” advises M. Jundulas.

He recommends that his colleagues, business leaders, create as many opportunities as possible for employees to initiate and support joint activities.

According to M. Jundul, by responding more to people’s needs, the business gains the long-term trust and peace of mind of its employees, allowing it to solve business problems more creatively and creatively, and ensure a more efficient operation. efficient company.

“The company has to” live “with the entire family of the employee and adapt to the conditions of the employee’s home. It also encourages flexibility for the employers themselves. I think the rhythm helps to be calmer. It is the responsibility of the managers to organize the work processes so that the employee can communicate with his colleagues on a regular basis. When setting the pace, we must also take into account the routine of the employee’s home, observe working hours, plan work responsibly, “he says. M. Jundulas.

Organizational research conducted by the Center for Human Studies also records lower employee productivity during quarantine. When consulting an employee, incompetence and lack of skills to organize work consistently and completely independently, when there are many annoyances, pleasures and opportunities to break from the work routine, they usually become apparent. Also the inability to maintain personal boundaries with family members, especially children. “A refrigerator with snacks and kids trying to get down on their knees every few minutes doesn’t really help their job. Parents have often failed to teach children to respect their work or their privacy. Quarantine has highlighted this a lot, ”says G. Chomentauskas.