Blog Post

Mental health Post COVID19 : post-traumatic stress disorder CHAPTER 2 | Institutional support. The start to social recovery.

Alicia Roy

Content Marketing Strategist

Prepare for what is to come | The government must help everyone. Through the UK’s healthcare system, there are programmes to support mental wellbeing, but is this enough to support every individual during the COVID19 pandemic? Does everyone know and understand the support they have access to? Mental health support should be accessible to all – no matter what you earn, and there should be a database of professionals and vulnerable citizens. I realise that it is not easy to just create a new programme from scratch, but every single citizen should be informed about these services, which are available online and over the phone.

Most of us received an SMS from UK_Gov saying we need to stay home. These kind of communication strategies could also be used to share mental health support, tips and tricks to stay sane.

We do know the physical consequences of COVID19 on our health: fever, breathing difficulties…but do we yet know the extent of the impact of being isolated for months? It can affect mental state but also our bodies if we don’t stay active, don’t do sports in the capacity we can or get fresh air and a little bit of sun. If we do not get into good habits and make them part of our everyday, we could be seeing the biggest increase in mental health issues or even suicides.

Our NHS is saturated. And again, this is global. Dr. Fabiano Di Marco, working at the Hospital Papa Giovanni XXIII in Bergamo, spoke on The Daily podcast, saying “It’s like a war” (link to the episode) and as such we need to treat this way. And it is not only people that stay at home may need support for their mental wellbeing but also key workers who are playing their part in saving lives, often under extreme levels of stress and exhaustion. We owe them help and we owe them our support now but especially when this is over.

Companies need to understand who their employees are and if their families could be impacted by this. 24/7 phone support should be provided by the HR teams, sharing links to NGOs or even private counselling. As with most taboos – and mental health is one – speaking up and normalising it is the first step.

Home is not always a safe space |This is hard to read and accept. Abuse is worrying. We all are being contained in a small environment, and this could be dangerous for vulnerable people. How can we help them? First, we need to acknowledge it and the idea of home = safety is something we need to rethink.

NGOs + HR will be more important than ever | As we said before, NGOs should be a part of our support network. We might see a rise in innovative ideas, mixing technology and science to help those with post-traumatic stress after this experience. But employees also need to play their part, as should HR. It is that time in which employment lawyers and Human Resources professionals need to show how they can help. At Cornerstone we have opened a portal called Cornerstone Cares and translated it into five languages to give free access to relevant content to everyone in the world. We think HR professionals need to step up and help employees to stay safe, sane, and healthy in this hard time. Working remotely is mandatory for most industries now and to ensure productivity does not decrease, impacting the financial situation of organisations, we need to provide training. It is proven that those communities that are constantly learning are those that have high adaptability to change. We also know that diverse communities are more innovative and creative, and if there was a time to be innovative that time is now. 

We spoke to Faye Vassiliades, M.A, Clinical Psychologist and she said, “as the world fights back the tremendous impact of the pandemic, we will soon face the reality of a “brave new world”. In the years to come, resilience will encompass the principles of proactivity and adjustment at the individual and organisational level.” If we are facing a “new world” we might need a new way to communicate and support our employees through this phase.

TIPS TO EMBRACE YOUR EMPLOYEES DURING AND AFTER THE CRISIS

  • Send constant updates to your employees
  • Communication should be positive and supportive
  • Ensure access to the HCM system for all your employees
  • Make your HR professionals available for a virtual chat
  • Allow them to connect with each other in the online communities
  • Enable check-ins so managers can have chats with their teams
  • Reward those teams that are proving to thrive and grow in this hard time
  • Allow your employees to feel scared and ask questions
  • Get the CEO or General Manager to run a conference call with the whole team to share updates
  • Give your teams access to online training to manage stress and build up resilience
  • Speak up and share how you are struggling
  • Be kind and try to put yourself in the other person’s shoes
  • Give your teams access to 24/7 call centres for support
  • Explain what metal health is and invest in getting rid of preconceptions
  • Ensure the families of your employers are safe too
  • Offer voluntary days for employees to help a charity or local project
  • Allow your employees to take your pets to work
  • Look at performance and make remote employment more flexible
  • Invest in the infrastructure for future crisis
  • Understand your limits and reach out to other companies, NGOs or government help if needed


Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

15 Tried and Tested Competency-based Interview Questions

Article

15 Tried and Tested Competency-based Interview Questions

Creating a meaningful competency framework or model is about identifying the key abilities required to improve performance and achieve success. It's why competency management touches many different talent management processes, including talent acquisition. And when it comes to assessing whether a job candidate has the competencies that align with your organization's needs, competency-based interview questions can really help. For example, if your company's life blood is its focus on customer support, then you better make sure that the candidates you are assessing possess the kind of skills required to deliver outstanding customer service and support. The same principle applies for other competencies that might be core to your company's success such as innovation, collaboration, or adaptability. 15 Real-World Examples of Competency-Based Interview Questions We recently asked our customers to share some examples of competency-based interview questions that they've used to predict the future performance of a candidate. Here are 15 questions they shared with us. Customer Orientation What was your most challenging customer service moment, and how did you make the customer satisfied that they'd been heard? Please share an example of when you went above and beyond for a customer. Initiating Action Talk to me about a time when you initiated a people process or program that was successful in your organization. Why did you believe your organization needed the program and what steps did you take to initiate and develop the program? Continuous Learning Tell me about a time you created an error. Tell me what you learned. What was your last work related mistake? What did you do after the mistake? What could have been done to prevent the mistake? What did you put in place, if anything, to avoid making that mistake again? Have you ever championed a process or a program that failed to take hold in the organization? What steps did you take, and how would you change your approach the next time so that your organization would integrate the initiative? Adaptability Tell me about a time when you were faced with a challenge and you were unable to meet the deliverable. Tell me about a time when you were working on a project and things did not go as planned. How did you complete that project? What have you done when you have run into significant obstacles or barriers that were blocking you from what you were trying to accomplish? Give a specific example that captures your approach. Collaborating and Valuing Difference Please describe the most recent thing you have done at work that demonstrated your willingness to work with others. In order to create a spirit of teamwork and unity, how do you show appreciation for diverse backgrounds and talents of others? Tell me about a time when working as part of a team seemed like a challenge and how you overcame the obstacles. Stress Tolerance Describe a project that had a lot of moving parts and how you handled it. What was the most difficult day EVER on the job (can be any job you've had), why was it the most difficult day and how did you handle it? Operational Decision-Making Tell me about a time when you did not have all of the information you needed to complete an assignment or project. How did you proceed? A big thank you to our customers who are always so generous with their experience and expertise. In particular, to the following customers whose questions were used in this article: Aircastle Advisor Bank of Queensland Builders Mutual Insurance Company CGB Enterprises ECI H.O. Penn Machinery Co. Kershaw Health, Killian Construction Co. Mag Pellet Richland County Public Library SGT Inc. Solix Inc. Southern Careers Institute Southern Management Corporation Swope Health Services

PROFILE OF THE MONTH: Andrea Sennett

Blog Post

PROFILE OF THE MONTH: Andrea Sennett

It is becoming a great tradition to tell the stories of some of our amazing team members in the blogs under the umbrella “Profile of the month”. We kicked off with Sarah Spence, sharing with you all her incredible successes within the business. After that we had Gary Evans who spoke up about gender balance and how he manages modern challenges as a team manager. And now, I am delighted to introduce you to Andrea Sennett, Senior Content Partner Manager, EMEA, who has been part of the Cornerstone family since 2013. Hope you enjoy this conversation between Andrea and myself. I’m responsible for… acquiring new partners in the content ecosystem and ongoing management of our Content ecosystem in EMEA. I got here… thanks to Gary Evans! He used to be my client in the olden days when I was at Thomson NETg and he was at Direct Line (20 years ago!). He pinged me an email on LinkedIn pretty much 7 years ago and you know the rest! My typical day… it’s so diverse. I can be talking to potential new partners, handling pricing negotiations with our partner network, speaking to internal teams about what we offer, working with Content Operations’ to get partners ready for sale or presenting to clients! Not one day is the same as the next and that’s what I love about it! My most memorable moment… shaking Princess Diana’s hand as she opened a hospice when I was 11 years old and went to see her with school. Closely followed by sitting less than 5 meters way from Bill Clinton at a charitable dinner. The worst and best part of the job… honestly, I adore my role here. As naff as it sounds… I am going to say the worst part is having to use Salesforce! Clearly the best part to me are the people. Pretty much everyone I work with internally and externally are simply awesome. My funniest/worst and best trait… my dislike of bad manners 😊 and I am not afraid to tell someone when they have been rude! My best trait is tenacity and willing to have a voice. Watching Adam Grant I realised why I am so very often underestimated… I am a ‘Disagreeable Giver’ and proud to be one! How come you’re so good at giving presentations? I know what I don’t want to listen to, and I try not to put others through it!! People buy from people and even though I am not in direct sales that fact has always stuck in my mind. I work to understand my audience and aspire to never read a deck, only have it as a background filler! I like to tell a story. Why do you think W@C is an important network? I was told early in my career: “You need to realise life isn’t fair”… My response, “It doesn’t mean I can’t aspire for fairness!”. At the time, that moment taught me that speaking out like that was actually a career limiting move for me! Fairness in my mind comes from the heart of everything in life, not just being female. To have a network like W@C that I can be part of to channel that voice and progression towards fairness gives us a collective voice and helps us to be heard. If you want to join the Cornerstone family, check out our careers page and apply for your dream job today!

2019 Nucleus Research talent management value matrix

Research

2019 Nucleus Research talent management value matrix

As organization's look for new and better ways to engage their employees, foster cultures of continuous learning and development, and build agile workforces of the future - technology certainly plays a big role. But evaluating talent management technology providers can be challenging. Who will deliver the most value for your investment? Cornerstone named a talent management technology "leader" In the 2019 Value Matrix, Nucleus has assessed select talent management vendors based on their product usability and functionality as well as the value that customers realize from the capabilities of the product. "Cornerstone OnDemand continues to be a “one stop shop” application for all facets of talent management." Investments in machine learning and predictive analytics have contributed to Cornerstone's leadership position in the 2019 Value Matrix. The use of machine learning allows the Cornerstone clients to regularly analyze employee information and learning activity so that they can deliver relevant content aligned to personalized learning journeys based on platform recommendations. You can that see Saba Software, who Cornerstone acquired in April of 2020, is also placed in the “Leader” quadrant, further solidifying our place as an industry leader and value-packed solution provider. Download the report and see why Cornerstone was cited as the top leader for both usability and functionality in the 2019 Talent Management Technology Value Matrix!

Schedule a personalized 1:1

Talk to a Cornerstone expert about how we can help with your organization’s unique people management needs.

© Cornerstone 2022
Legal