We are living in tumultuous times that unfortunately are not over yet. Almost everyone is experiencing some level of stress and anxiety. While some companies have been highly productive during the pandemic, for many, productivity has been down due to stress or worker shortage.
A lot of us are thinking about things other than work no matter how hard we try. Concerns about our own health and that of friends and family, worries about job security and, in many cases, a desperate need for a vacation (and not just from work) result in employees being distracted.
Maintaining employee engagement is particularly difficult under these conditions, despite how continually vital it is for improving retention and helping your business thrive. So, what can you do to help your employees (and yourself) maintain productivity and stay healthy?
The importance of communication channels has never been higher than when everyone switched to unplanned work from home. But as stressful times continue, you still need to keep those channels open. If your office has already reopened, you can communicate with employees directly to help them feel heard and that they can come to you with any questions. Make sure you have an open-door policy where employees can come to you with questions or concerns. It's particularly important to proactively share future plans, and you can keep everyone informed of changes or the current situation by holding regular review meetings where you cover your business standing.
If you have yet to reopen your office, make sure employees know the rules and be willing to be flexible. Understand that the situation has potential to change and there will be an adjustment period, as not everyone will be comfortable coming back. Listen to your employees and continue some safety precautions or offer a soft transition with a hybrid schedule until employees realize it’s safe to return. Doing so might be particularly difficult when those in management are stressed.
You need to reassure employees to keep them from jumping ship, but you also don't want them to think you are somehow immune to everything that is going on. Admit your own stresses and let them know you’re feeling pressure, as well, but reassure them that you have their backs. If not, you could seem callous and make employees less engaged. Everyone is likely suffering to some degree. While it might be tempting to try and be everyone's rock, they need to know you're human too.
Your company has also been stressed. While some businesses have done very well and even increased profitability, many are struggling. It's vital not to take this out on your employees. Don't be bossy or harsh, don't push people too hard to meet tough deadlines, and don't go on about how times are hard. All of this will reduce morale and make people less productive.
Don't micromanage, either. That's a heavy temptation, especially when people are working remotely. The temptation to use employee monitoring software is particularly high, but extreme solutions such as screen recording or keylogging signal a lack of trust, threaten employee privacy, and are more likely to drive employees away. When employees are trying to handle health issues, family issues, or kids not being in school, they are even more likely to see this as a major intrusion. (Time tracking for legitimate reasons such as invoicing clients is, of course, a different thing). Instead, give clear direction and let employees choose their own ways to be productive. Consider being flexible about when the work gets done, as long as it gets done in a timely manner.
Furthermore, you need to ensure your employees feel appreciated. Praise them for the work they do. Visiting their desk to commend their work, sending appreciative notes or emails, or complimenting their work during conference calls, promotes a positive environment and encourage everyone to work hard. You can also offer small rewards such as gift cards or sending food to people's homes while they are still out of the office. Alternatively, you can offer “stay” bonuses to those employees who have stayed with you through the pandemic or offer them increased PTO benefits to help relieve some of their stress. Not all employees want to be publicly recognized, so try to figure out what will be meaningful to them. After all, the purpose of this is to make that person feel appreciated, instead of making a show for everyone.
A major cause of turnover is burnout, and fixing burnout starts with management. Prioritize and encourage well-being as part of your company culture, and not just for your employees. If you are burned out, not only will your productivity drop but morale will too. Encouraging well-being starts by setting a good example. Let your employees know you are taking breaks, if you’re taking an occasional mental health day, or doing anything that helps you avoid burnout and stay engaged. Don't be afraid to seek help, either. There is nothing wrong with therapy and doing it yourself will help encourage those employees who need it to also partake.
You can also do actionable stuff to help promote a culture of well-being. That might include taking employees out for group lunches, hosting step challenges and encouraging people to post their healthy home-made meals. If you’re short on ideas, ask your employees what activities they would enjoy, especially if your office is small.
Make sure your employee wellness programs don't have a narrow focus on things like quitting smoking or losing weight (right now, diet culture is not a good thing to people who have often resorted to food as the one thing to get them through). Instead, look into resiliency training, encourage workplace socialization, and make sure that you aren't working people so hard they don't have time for wellness. Also, make sure these programs are voluntary. You don’t want to force fun on people, but giving them the option reminds them to focus on their well being.
Having HR reach out to employees individually helps employees feel supported and that you’re looking out for their well being. Most of the time, an employee on the edge of burnout is afraid to admit it, so sharing the resources you can offer to everyone lets employees know their options for them to pursue when they’re ready.
HR is more important than ever in stressful times. Your HR department needs to work with managers and employees to promote strong communication, encourage praise and respect, and develop a culture that prioritizes well-being and resilience. These things are always important but become more so in times of crisis.
If your HR department is overwhelmed by trying to handle this while themselves experiencing stress, then you can partner with a professional employer organization to reduce their workload. Partnering with a PEO allows you to outsource HR duties such as payroll and benefits administration, improves the health benefits you can offer, and generally reduces the burdens on HR to free them up to improve your company culture and keep everyone engaged.