What are the tech leaders saying?
Work-life balance is an important factor in an employee’s mental health. There has been an increase in the adoption of collaboration and work productivity solutions to work remotely not just from home, but from anywhere. However, working professionals find it increasingly difficult to separate their professional and personal lives, leading to increased mental anxieties, stress and burnout. At Aeris, we empower our people to operate autonomously without being micromanaged. Allowing employees to regulate their time and even adopting flexible working hours are examples. Our team leaders strive to establish a work environment that promotes the physical and mental well-being and a healthy work-life balance of their team members. Our health coverage for employees includes a consultation with a psychiatrist. We regularly organize off-site teams, yoga sessions and leisure activities that even include employee families. – Sushant Patnaik is Human Resources Manager at Aeris Communications
“The pandemic has had an impact on the day-to-day running of businesses, often resulting in issues such as workload management, overexposure to digital media, work-home balance, etc. A recent study by ASSOCHAM reveals that 43% of people who work in the private sector seem to face work-related mental health problems.
While employees need to be taught and coached to find the right balance, organizations have a huge role to play in preventing and mitigating mental health issues among employees and the secret sauce is to be respectful, caring and considerate of people and their needs. Managers need to realize that results must be achieved by taking people on board, not at the cost of leaving them behind!
Birlasoft’s core values emphasize empathy and caring. The organization ensures the creation of a positive and collaborative environment. We have also expanded the scope and reach of our employee assistance programs for our employees and their families. Additionally, to demonstrate our commitment to employee well-being, we launched Ikshana, a Birlasoft Employee Care Fund, this year.
We strongly believe that the definition of a healthy workforce goes beyond physical health, and therefore influencing the mental health and well-being issues of our employees continues to be a vital cog in the creation of a self-reliant workforce. – Arun Dinakar Rao, HR Manager, Birlasoft
“More recently, investing in mental health and workplace well-being has become a real business imperative. Fast forward to 2022, and the stakes are even higher with remote work and isolation adding further challenges. However, other major stressors contribute to the collective mental health of employees, including the lack of diversity, equity and inclusion (DEI) in a company. At Icertis, our people are our most important asset, and we strive to create a diverse, fair, and inclusive workplace for people of all backgrounds, whether they work from an Icertis office, home, or anywhere else. We formalized our efforts in 2021 and continue to make progress through regional and global DEI councils that prioritize initiatives aligned with our FORTE values. Some examples include implementing global unconscious bias training to educate every employee on how to combat bias, starting at the top. We added four female leaders to our leadership team and to the Icertis Board of Directors to increase the diversity of voices in the room. We also recently expanded our definition of national partner for Indian Icertians insurance benefits to improve access to healthcare for current and future LGBTQ Icertians. – Pranali Save, Director of Human Resources, Icertis
“The most important lesson from the pandemic has been that it has affected everyone differently and that each person deploys unique coping mechanisms. Our innate fight or flight response kicks in. In stressful situations, people people find the ability to get by juggling household responsibilities, caring for children and elderly parents, and handling work and other tasks like superhumans, only to feel the effects later.
Returning to what used to be considered “normal life” brings new challenges. We find that people, and women in particular, whose households are now used to having them most of the time, are struggling to cope. Organizations can mitigate the situation by providing an inclusive and flexible work environment. Leaders must be nimble, empathetic, and aware of the changing needs of their employees. Encouraging women to have open, non-judgmental conversations about their challenges will help identify ways in which they can be supported. – Ruchi Bhalla, Country Head of Delivery Centers, India and Vice President of Human Resources (Asia Pacific) at Pitney Bowes
“The concept of ‘business as usual’ and ‘usual way of doing things’ has been challenged due to the pandemic. This gave us the opportunity to revamp and rethink our practices. During our people-centric journey, we’ve realized that flexibility is great for employees and their mental well-being. Through the “Vacation Without Limits” program, we empower our employees to plan their time off, recharge their batteries and return to work rejuvenated by promoting their well-being. Our goal is to make work “results-focused” and to trust our employees. The basis of this program is the “trust” we have in our employees and the confidence in the judgment of each Amdocs employee that he knows how to better manage his professional life. – Lynette D’Silva, Regional HR Manager – India and APAC, Amdocs
“The pandemic has emphasized mental barriers and fears front and center like never before. He is paramount so that companies are prepared with tools that provide individual advice, coaching and therapeutic advice ‘on demand’. In this digital age, we must harness the power of technology and combine it with the latest breakthroughs to improve overall health.
At STL, we have always believed that to truly build a resilient workforce, it is essential to prioritize employee well-being. As a forward-thinking organization, we see wellness not as a nebulous idea, but as a set of concrete steps and daily habits. Simple things like including wellness check-ins in team meetings, creating a safe space for open conversations, flexi leave options, and making essential resources like self-help tools readily available are practices followed within the teams. As part of our broader people-focused initiative, we have two ongoing programs – STL Care -a Employee Assistance Program (EAP). These programs address holistic well-being, especially mental and emotional well-being. Creating and nurturing a positive work environment where employees can excel professionally and lead healthy lives has always been paramount at STL. The services include both mental health counseling sessions and other counseling services which will be delivered virtually or in person and will cover issues tailored to an employee’s needs. They could go from managing stress, building relationships, grieving a loss or even financial and legal advice. We fully embody our goal of creating a “culture of care”, which implies that care is a top priority and that compassion for individuals is ingrained in our DNA. As we move forward, STL is engaged continue to create a safe, inclusive and supportive work environment where our employees can ‘bring their whole being’ and blossom.” – Anjali Byce, CHRO at STL