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Managing stress, though it might readily fall under the greater umbrella of mental health, is another area employers need to focus on. Stress management, we’re finding, needs to be a proactive initiative, not a condition to work on when it becomes symptomatic. (Credit: Tadamichi/Adobe Stock) Managing stress, though it might readily fall under the greater umbrella of mental health, is another area employers need to focus on. Stress management, we’re finding, needs to be a proactive initiative, not a condition to work on when it becomes symptomatic. (Credit: Tadamichi/Adobe Stock)

Navigating the ever-changing landscape of the pandemic has proven a tremendous challenge for those in the business of managing people. Just when we put the final touches on a plan to get employees back into the office or working effectively using a hybrid model, another virus variant emerges and disrupts our best-laid plans.

This past summer, we thought we were finally seeing a light at the end of the tunnel thanks to vaccinations and boosters. Before we knew it, those plans were dashed as we found ourselves facing the Delta and now the Omicron variants. In-person interviews, re-boarding, on-boarding, and business travel to work with key clients were all suddenly back on hold. It’s frustrating and exhausting for all of us!

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