Navigating uncertainty: tech companies support employees in turbulent times

There is a perfect storm of challenges for tech firms, who are having to do more with fewer resources.

So, how can HR professionals and business manager respond – creating a supportive work culture that attracts top talent and enables people to contribute their best?

In this blog, we’ll be looking at how tech companies can rise to the challenge.

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Be flexible

Research shows that, since the pandemic, work location and remote working have become one of the top three most important factors for job seekers – just behind pay.

Flexible and remote work have proven benefits in terms of increasing work productivity, reducing stress and boosting staff engagement by helping employees find a better work-life balance. Flexibility is no longer regarded as a ‘nice to have’ perk but an expectation for many job applicants.

So, it’s important to look at how you can support employees to work flexibly – this might mean offering hybrid working or perhaps allowing flexible work patterns to accommodate family commitments or personal appointments.

In some parts of the tech industry (e.g. IT support),this may be more of a challenge when employees are in client-facing support roles. But it’s a challenge that employers still need to grapple with, nonetheless.

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Set clear expectations

Nowadays, firms increasingly recognise that they have a role to play in helping employees strike the right work-life balance.

Flexible working is just one part of this process. Managers also need to set clear expectations and realistic goals to ensure that their teams know what’s expected of them. That way, employees can plan their work more effectively and prioritise tasks – reducing the risk of becoming overwhelmed. Of course, it almost goes without saying that you need to regularly review pay and reward to ensure that you’re recognising your employees’ contribution (and any related increase in responsibilities) accordingly.

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Promote good time management

Encouraging your employees to manage their time effectively is also key. When people feel in control of their time, they are better able to balance their work and personal commitments.

Consider providing time management resources and training or invest in automation tools to take care of tedious, routine tasks –so your people can focus on high-value, revenue-generating work.

It's all about looking at how employees can work smarter, rather than harder.

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Be innovative

Some companies are thinking creatively about how they can help employees manage their time better. Firms such as US biotech company Biogen are offering concierge services to help employees with life tasks and errands such as holiday planning and finding a builder. This saves employees time as well as reducing stress and increasing work productivity.

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Promote good mental health

In an increasingly demanding and fast-paced tech industry, it’s all too easy to lose sight of employee wellbeing. A study from AppDynamics reports that eight out of ten tech professionals say that their jobs have become more complex since the pandemic. A total of 89% stated that they felt immense pressure at work and 84% had difficulty switching off.

In this climate, it’s not surprising that 30% of tech professionals want more mental health support and long-term changes in the way they work (WestfieldHealth, Coping after Covid).

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Investing in employee wellbeing has tangible benefits for firms:

Improving productivity and staff engagement – there are clear links between employee wellbeing, productivity and company performance (LSE).In organisations with a wellbeing programme, 43% of HR managers describe productivity as ‘very good’ (Westfield Health).

Reducing absence from work –17.1 million working days were lost to stress, depression or anxiety in the UK in 22/23, which accounted for 49% of all work-related ill health (HSE).

Lower employee turnover –employees who are well supported through mental health challenges are less likely to leave a job. Businesses spend an average of £3,000 hiring every new employee (CIPD) – so not offering employee wellbeing support will cost your business.

Improving employee support –70% of UK workers say that their workplace wellbeing support is useful( Westfield Health) so it’s an important part of the overall benefits package.

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So, how can tech companies practically support employee wellbeing in the workplace?

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Having open and frank discussions

Firms need to encourage open and regular communication between employees and their line managers. That way, you’re more likely to spot problems early and ensure that any issues are addressed swiftly. This might be as simple as a coffee and catch-up with team members or more formal opportunities to feed back any concerns or issues in the workplace.

Employers might also look at introducing specific mental health support, such as counselling services and mental health awareness campaigns. Obviously, it’s important that any support you provide is right for your firm. It needs to be aligned with your company’s goals and demonstrate a measurable impact.

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Spotting the signs of mental burnout

Remote working brings its own distinct challenges with mental wellbeing. Some employees feel more isolated and less connected to their colleagues when working from home. The first signs of mental burnout and stress may also be more difficult to spot when colleagues are working remotely. Furthermore, people may feel less comfortable talking about their health on a video or phone call rather than face to face.

So, you may need different approaches to support employees working on- and off-site.

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Encourage regular breaks

Good mental health goes hand in hand with good physical health. So, as an employer, it’s important to encourage your teams to get away from their desks and exercise regularly. Companies can support their employees in various ways, from offering incentives such as discounted rates for local gyms to mindfulness sessions and stress management workshops. Other support could include healthy eating campaigns and healthcare screening – your choice will depend on the nature and size of your business and your resources.

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Create a high-quality employee experience

In volatile times, employee benefits and reward programmes might be the first initiatives that are under threat when savings have to be made. But cutting back on your employee initiatives will always prove short-sighted when you look at the bigger picture. Happy employees are more productive employees, after all. In a disruptive market, it’s even more important to look after your people. It‘s the right thing to do and it makes good business sense.