National Post (National Edition)
ENABLING FULL POTENTIAL
THE PANDEMIC HAS SHONE AN EVEN BRIGHTER LIGHT ON MENTAL HEALTH. CHALLENGES FROM EMPLOYEE AND MANAGER PERSPECTIVES HAVE HIGHLIGHTED THE IMPORTANCE OF WELL-BEING TO BE OUR BEST AND DELIVER VALUE TO OUR CLIENTS, COMMUNITIES AND EACH OTHER. IT IS ESSENTIAL WE HELP EMPLOYEES STAY HEALTHY IN ALL ASPECTS OF THEIR LIVES. — ANDREJKA MASSICOTTE, RBC
Royal Bank of Canada (RBC) has a longstanding commitment to the health and well-being of its employees. Now, more than ever, the organization is focused on creating an environment where employees are enabled and empowered to be their best — a place where imagination and insight bring shared visions, values and strategies to fulfill RBC’s purpose: helping clients thrive and communities prosper.
Throughout these challenging times, RBC has focused on caring for its employees by introducing a wide array of tools and resources that support health and wellbeing, and helps balance work with the realities of life during a pandemic.
“Learning to manage remote work and home life while establishing appropriate boundaries has been one of the most challenging aspects of the pandemic. While many are facing similar issues, transitioning global colleagues to working from home, learning how to collaborate virtually, and helping employees to manage their personal circumstances, has been the biggest issue we have faced over the past year,” says Andrejka Massicotte, senior director, benefits and global wellness.
At the onset of the pandemic, the organization quickly launched Live, Learn and Lead Together, a centralized hub to help all employees navigate the evolving changes in their personal and professional lives. The site provides an effortless path for employees to access podcasts, tip sheets and discussion forums on a wide range of topics, such as resilience, empathy, mindfulness, as well as resources for kids (and their grown-ups).
Following the launch of the Live, Learn and Lead Together hub, RBC pivoted to a new way of listening with a series of Well-Being Pulse Surveys. These surveys have helped RBC to better understand how employees are doing, and to provide meaningful support.
“While everyone is working at home, we’re all balancing our own unique responsibilities. Some employees are living alone and feeling isolated, while others are managing children and the challenges of virtual learning. The Pulse Surveys are about listening and learning how we can support based on individual needs,” explains Massicotte.
These purposeful listening activities revealed an increased need for mental health support and resources to enable work-life balance while working remotely. The pandemic has exacerbated concerns around mental health and while the organization has been a long-time leader in investing in the mental well-being of its employees, it saw a need to do even more.
In March of this year, RBC took a decisive, co-ordinated approach to address the issue with the launch of an integrated program that builds on the enterprise-wide mental health blueprint implemented in 2017. The ultimate goal is to create an environment where employees understand that mental well-being is as important as physical well-being, and feel safe to speak openly about their own mental health.
This integrated mental health campaign brings together expanded services, programs and enablement for employees.
The benefits for mental health and support have increased in many global regions, including an increase in psychological benefits from $3,000 to $5,000 for employees in Canada. There’s also curated learning content and wellness campaigns to reduce stigma, increase awareness, and inspire conversations about mental and overall wellbeing.
Weekly podcasts with medical experts from the Cleveland Clinic have helped ease stress and anxiety levels, a video series with CEO Dave McKay and acclaimed astronaut Chris Hadfield offers tips and techniques for managing social isolation, and the organization’s 24/7 EmployeeCare program provides direct, no-cost counselling and support.
Mental health has also become a key pillar of RBC’s people manager goals. Executive mental health training and on-demand coaching, focused on building resilience and leadership skills, has helped managers support individuals and teams during these difficult times.
Martin Thibodeau, regional president for RBC in British Columbia, gained valuable insights from his participation in an executive leadership mental health training event. The three-hour workshop, led by RBC’s chief executive officer and chief human resources officer, was an inspiring event where 400 executives shared personal stories to remove some of the stigma associated with mental health, he says.
“Having two highly respected executives set the tone from the top for mental health awareness from the very beginning of the pandemic was significant and an extremely positive example for the entire organization. The continuation of support that has followed around the theme that we are all human, is quite profound.”
Earlier in his life, Thibodeau experienced his own challenges with mental health. “To finally be able to speak about a difficult time in my life, and hear other’s experiences with family, friends or themselves, opened up a dialogue about understanding, acceptance, diversity, and inclusion in the workplace. Additional sessions provided strategies for connecting with team members and clients by demonstrating empathy, care and kindness. Simple tips for managing personal stress and anxiety levels have been particularly valuable.”
Lauren Friese, vice-president, future of work and culture, says that since the inception of the integrated mental health program, people are speaking more openly about the issues. “It has been incredible to watch so many colleagues mobilize to help each other — whether by sharing resources and personal stories, hosting events and workshops, or by simply listening. RBCers really care about each other.”
The drive to ensure a healthy workplace continues. RBC recently announced that all employees will have access to the Headspace meditation and mindfulness app for a year. Employees were also given an additional vacation day for 2021. Beyond this extra day, RBC has directly acknowledged the ongoing pressures of the pandemic, especially in regions experiencing lockdowns. Employees have been encouraged to prioritize personal time and be mindful about worklife boundaries. Senior executives have been asked to eliminate the stigma associated with asking for time to focus, concentrate, and in some cases, log-off.
“The pandemic has shone an even brighter light on mental health. Challenges from employee and manager perspectives have highlighted the importance of well-being to be our best and deliver value to our clients, communities and each other. It is essential that we help employees stay healthy in all aspects of their lives,” says Massicotte.
Friese adds, “We’re building on our success to become an even more human-centric organization. It’s the future of work: where employees feel safe and empowered to bring their full potential to the table, including their ideas, imaginations and insights.”
For its ongoing commitment to excellence in corporate culture RBC has achieved a Canada’s Most Admired Corporate Cultures Award in the Enterprise category.
LEARNING TO MANAGE REMOTE WORK AND HOME LIFE WHILE ESTABLISHING APPROPRIATE BOUNDARIES HAS BEEN ONE OF THE MOST CHALLENGING ASPECTS OF THE PANDEMIC.