‘You’re not on mute’: Rude Aussie workers have forgotten how to communicate appropriately

Social distancing has left Aussie workers without the face-to-face skills required to communicate appropriately with colleagues sparking fears of a spike in mental health claims.

Almost three years of social distancing has left Aussie workers without the skills required to communicate appropriately with their colleagues.

Too much time working remotely has caused many to “forget’’ their manners during face-to-face interactions, leading experts to fear a dramatic spike in claims for mental health-related workers compensation.

Centre for Corporate Health founder and psychological services director Rachel Clements says there has already been an increase in workplace reports of aggressive and inappropriate behaviour following Australia’s transition back to the workplace earlier this year.

“People have forgotten their social skills. They’ve forgotten they’re not on mute,’’ Clements says.

“People are being rude to each other or they’re phrasing or wording things a little bit differently. Sometimes, there’s full-on conflict and yelling.’’

NO FILTER

Clements says the stress of the pandemic has left workers feeling tired and burnt out, with little empathy for others.

“Working remotely for long periods of time reduces people’s empathy muscle – it really does,’’ she says.

“People are saying what they think now, instead of stopping and thinking before they speak.

Or they’re a bit more sensitive … and trying to read things into situations that aren’t there.’’

While Clements expects a significant increase in psychologforical injury claims in the coming year, she says other options are available to those with poor work-related mental health.

She says Resilient Me, an early intervention mental health program operated by CFCH’s sister company Resilia, can reduce workplace depression, anxiety and stress by more than 75 per cent and improve wellbeing by more than 40 per cent.

Deborah Stonley, director of people and culture at Maddocks.

PEOPLE-FIRST APPROACH

Managing worker anxiety around returning to the office has been key to law firm Maddocks efforts to minimise fractious relations that can lead to psychological injury claims.

“We said right from the beginning of the pandemic that our number one priority was our people’s mental health,’’ says people and culture director Deborah Stonley.

“During the pandemic, people were dealing with issues of isolation, increased workloads, reduced social interaction and fatigue from managing working from home. These are still issues as people are coming back to the office.

“We’ve had a staggered approach to returning to work so that we don’t all need to be in the office immediately but … people have been encouraged to head in on a day that their (immediate) colleagues are going to be there so they can reestablish those reconnections with each other.’’

Covid-safe work lunches and morning teas have helped to reacquaint staff, while managers have spoken openly about their own struggles in a bid to breakdown the stigma surrounding poor mental health, Stonley says.

The proactive measures have seen calls to an employee assistance program return to pre-Covid levels, after tripling at the height of pandemic lockdowns, she says.

People were used to expressing opinions while on mute during remote working, but office comments are now causing angst.

MENTAL HEALTH’S STEEP DECLINE

In Victoria, which endured the world’s longest lockdown during Covid-19 restrictions, claims for compensation for psychological injury are expected to account for at least a third of all WorkSafe claims within the next decade, says personal injury lawyer Gabrielle Verhagen, from Gordon Legal.

But to be eligible for workers compensation, Verhagen says claims must include evidence the injury was a direct result of the complainant’s employment.

She warns the claims process can be lengthy and could further exacerbate a worker’s poor mental health.

“Something workers need to weigh up (before proceeding with a claim) is whether (their health condition) will be a long-term condition and how much treatment and support they need,’’ she says.

“If they only need short-term treatment and recovery (is quick) then maybe … they don’t want to go down that path (of lodging a compensation claim).’’

Regardless, all workplace incidents should be documented by the employee in case they decide to lodge a later claim, Verhargen says.

She says assistance is available for those who do not have the financial means to seek professional advice.

Inappropriate comments at work can be stressful for colleagues.

MAINTAIN YOUR MENTAL HEALTH AT WORK

• Be area of, and avoid the things that trigger your illness

• Monitor your stress levels

• Take tea and lunch breaks and, if necessary, go off-site to reduce stress

• Exercise during your lunch break

• Maintain your medication routine. Employers may be able to provide a private place

to store or take your medication

• Maintain a routine when you feel unwell

• Develop a healthy way to release anger, such as an off-site walk, meeting with or

phoning a friend during your breaks

• Learn and use relaxation techniques

• Use your network of family or friends, caseworker or community links

• Maintain behaviour appropriate to the situation

• If you are unwell or unhappy about something, speak to a trusted person in confidence

Source: headspace