Google data reveals the extent of ‘return to work’ anxiety amongst Brits in Lockdown

Return to work anxiety rose by a staggering 4,000% amongst Brits throughout the early stages of lockdown according to new stats released today.

The research, which analysed Google search data over the course of March to June when there was limited clarification from the government in terms of its next steps, found that UK searches for the term ‘do I have to go back to work?’ rose by 4,000% over this period suggesting that for many people returning to the office was a daunting prospect.

Compiled by global workforce management solutions provider Mitrefinch, the study also found many users also openly self-identified their fears of returning to the workplace as well as demanding clarification on safety measures with searches for the following terms rising significantly throughout lockdown:

• ‘Do I have to go back to work?’ - 4,000% increase

• ‘Back to work anxiety’ - 567% increase

• ‘Fear of returning to work’ - 200% increase

• ‘Safe workplace’ - 122% increase

• ‘Employee health and safety’ - 100% increase

• ‘Health and safety practices in the workplace’ - 100% increase

• ‘Safety at work’ - 82% increase

• ‘Workplace health and safety’ - 79% increase

Commenting on the results of this study, Matthew Jenkins, CEO at Mitrefinch, adds:

“With the government updating its guidance regarding returning to work earlier this month allowing employers more discretion to make decisions about how their staff work safely, it’s crucial that businesses recognise that for some staff making the return to a physical workplace might not be conducive to their wellbeing, and in turn, performance. 

“While it’s great that businesses are now able to welcome staff back to the hustle and bustle of the workplace it’s important to remember that we are still not back to ‘normal’ and for many people this loosening of restrictions from the government could be seen as a significant worry.

“Lockdown has seen employees across the country adapt to the challenges of working from home, with many departments and teams outperforming themselves pre-pandemic in terms of productivity and output. However, we know that for some businesses where face-to-face communication and a physical presence is critical that this can’t last forever but this is no excuse for employers to make staff feel uncomfortable about the prospect of returning.

“The search data featured in this study showcases that some Brits, while worried, are also solutions-driven and are not afraid to return to the workplace so long as adequate safety provisions are in place and it’s therefore crucial that employers liaise with staff and communicate this effectively.”

Below are three tips from Jenkins on how to facilitate an effective return to work process for employees:

Communicate regularly

Regular communication is key to addressing colleagues’ needs as they arise. Even if your management team is lacking any specific update, it’s still worthwhile setting up team video calls so that members of your team can put forward any concerns or queries.

Facilitate visibility

Allowing teams to gain more visibility, especially over workload or direct reports, is beneficial in empowering them to make decisions and feel in control of what’s happening around them. One example of this is time tracking. 

Time tracking often conjures a picture of every minute and hour of your day being scrutinised by management, but the reality is very different. Time tracking allows leaders and managers to see the bigger picture of how their teams are getting on; if anyone is being overworked, does a particular team member have more capacity to support, who’s off sick, and who’s working when. This facilitates good team management and can even help identify opportunities for improved productivity, team wellbeing, and even promotions and recruitment.

Allow your team to make the right choices for them

It’s been a period of adjustment but one which has lasted so long, most businesses will have found a way to overcome the challenges and normalised their behaviours. With this in mind, employers should consider how best to accommodate the specific needs of their colleagues, perhaps allowing for them to choose for themselves when to return to the office, and making safety precautions clear so everyone feels as safe as possible.