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Tackling Psycho-Social Risks In The Post-COVID Period


The independent coach, Elodie Benni, offers free online support to employees during this period, in order to detect and reduce stress related to isolation. The approach also prepares HR for the post-COVID-19 period: the harder it is, the harder it will be to get back to normal. For Elodie Benni, the pandemic crisis will create a before and after, in terms of psycho-social risks. We spoke to her to understand how her solution will help tackle these risks.
by: Marc Auxenfants
photo: Danielle MacInnes on Unsplash

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Ennéade, the coaching firm specialising in psycho-social risks at work, is launching WellCap, an online solution designed to identify and assess the consequences of isolation on employees’ work and morale.

Designed and developed by the company Wellness Management and the University Paris-Descartes, the tool is offered free of charge to companies and teams of less than 50 people, during this period. “The approach enables the identification of key resource and vigilance factors, detection of potential stress factors related to isolation, and the generation of operational guidelines to develop the resilience and well-being of teams,” explains Elodie Benni, independent coach and director of Ennéade.

“The employee is above all a person, who is currently isolated and may have fears or relatives who are not well.”

Tackling fears post-confinement

The objective is also to make managers and HR aware of the possible problems that their staff may encounter when working from home: “The employee is above all a person, who is currently isolated and may have fears or relatives who are not well… These individual situations must be detected and solved”, insists the certified wellness management consultant.

Wellcap is a secure online platform. Employees login and are offered a questionnaire with thirty questions. The exercise lasts about ten minutes. The coach then analyzes the answers and reports back to the manager.

“This assessment highlights the resources of individuals and teams, as well as their strategies for adapting to stress and pressure,” continues Elodie Benni, “For HR, it also provides an effective decision-making aid that will enable them to adopt support measures best suited to the current situation.

“We observe that cross-border commuters experience this confinement better.”

Understanding the disparities in feelings

Three companies have already signed up for the solution: “They felt that some employees were experiencing confinement badly,” explains Elodie Benni, “so they want to identify the causes and remedy it quickly.”

For the independent coach, three major problems affect confined employees: the workload, the lack of vision on the part of the employer regarding the health impact, and the loss of work-life balance.

“The answers to the questionnaires show great disparities in the employees’ feelings,” notes the coach. “Some, for example, do not manage to separate work and personal life well. On the other hand, we observe that cross-border commuters experience this confinement better”.

The third stage involves a questionnaire and assessment. This includes intervention with employees in a situation of discomfort via individual interviews designed to support them and find solutions with them. All this is done via videoconferencing at the moment.

“It will then be necessary to invest and nourish human capital.”

Post-crisis trauma

“We can expect a breach and new conflicts to emerge once the containment is lifted,” she predicts. “People who felt good about teleworking will certainly find it difficult to return to a ‘normal’ office life. And those who didn’t will be very happy to return to work, and that will give them a boost in motivation. “It will certainly widen the gaps that existed before, between those opposed to teleworking and those in favour.

Also, Elodie Benni is already preparing the managers for the future: “Our tool allows us to foresee the current psychosocial risks and anticipate the future demands of employees who will be suffering after the crisis”.

According to her, employers will soon have to invest in coaching, personal and team support, personal development, training and communication to help their staff better resolve situations of discomfort arising from confinement.

“It will be a question of reuniting teams, restoring social ties, and starting off on better footing. More than ever, it will then be necessary to invest and nourish human capital”, insists the independent coach.

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