Now more than ever, leaders need tools for supporting struggling employees
Photo by Tim Mossholder on Unsplash
The best business leaders have always understood that work flows better when people are healthy, happy and supported. Now, more than ever, leaders need to recognize that supporting struggling employees helps boost morale, contributes to a sense of belonging, and helps employees stay engaged and productive.
Even in the best of times, personal challenges and responsibilities can impact how well your people engage on the job. Feeling uncertain about health, childcare, schooling, transportation, eldercare and more can impact a person’s focus and work quality.
As HBR reports:
“Anxiety is near-universal right now — a natural reaction to unnatural circumstances and an uncertain future. Nearly half of employees are concerned that their employers will bring them back to work before it’s safe...More than half worry about the future of the company they work for — and their job specifically.”
Employers cannot afford to ignore the reality that their people are worried, on edge and feeling much more insecure than ever before.
Leading through a new normal
In the past, personal distractions might have impacted a small percentage of your staff. During a global crisis, however, significant numbers of people will feel stretched thin by both professional and personal worries and responsibilities.
Suicide rates had reached historic levels not seen since WWII prior to COVID-19, and pressure brought on by the pandemic will likely add to the risks. In addition, the National Alliance on Mental Illness reports a 65 percent increase in helpline calls since March. People from all walks of life are feeling the pressure, and they will carry that worry while on the job.
As HBR counsels:
“People managers will need to take greater responsibility for employees’ well-being. This includes familiarizing themselves with the warning signs of emotional distress, factoring more time into their days for checking in with staff, helping team members understand what is and isn’t within their control, and learning how to triage real-time issues while other resources are called upon to help.”
Employers have a unique opportunity right now to lead in a people-focused manner. Businesses that offer some flexibility and support for their people now will help build a collaborative culture where employees feel secure and empowered to do their best work.
Creating a people-focused culture
Employers can help their people feel more secure – and valued – by offering some key resources and programs, including:
Support networks. Many employees will need help reconnecting with colleagues as they return to work on-site. Offering social and support networks in the workplace can help ease that transition and give them a place to share concerns or just socialize.
EAP access. An employee assistance program can help employees and their immediate family address everything from mental health to educational and caregiving resources.
Flexible schedules. The days of 9-5 at a desk could be a thing of the past. Understand that your people need to be on call for their kids, parents and for other personal reasons – and, right now, they might have no choice in the matter. Offering flexible schedules allows your people to work when they have the time and ability to focus more clearly.
Ongoing remote work options. Even if you have reopened your offices or work sites, take stock of whether you truly need people on-site. If people can do their work remotely, consider making a switch to alternating schedules or even 100% remote for some roles.
Child care. Quality, safe child care always ranks high among the needs of working families, but it absolutely tops the list of needs right now. On-site or employer-sponsored child care and/or education support can relieve a big burden for many employees wondering how to manage remote schooling and their jobs.
Wellness programs. Even if people don’t need counseling or other services covered by your EAP, they need to make physical and mental health a priority. Employer-sponsored wellness programs communicate to your people that they can, and should, prioritize this important self-care. They can also offer a way for your employees to build community and a sense of camaraderie as they complete challenges or work on fitness programs together.
In addition, leaders need to approach their teams with a high level of empathy and emotional intelligence right now. As a manager or executive, worrying about how to manage through a crisis could be adding to your own anxiety. Seeking support in the form of coaching or training can help you face the coming months with more confidence and clarity.
To learn how working with an experienced coach can help you lead more effectively through crisis and change, reach out to me for a complimentary strategy call.