January 2022
We all know that this pandemic has affected us all, both in our work and personal lives. It is having far-reaching effects on mental health and we need to do what we can to support a positive work/life balance, lift our employees up, connect people, and try to spread some sunshine on what is widely considered one of the biggest crises we have faced to date.
Here are a few things supervisors and managers can do to support our employees. These suggestions do not disrupt the workplace nor do they call for an increase in our budget. What they do ask of us is to be connected to our employees, express gratitude, be human beings and communicate. Hopefully you will implement these ideas right away and see positive improvements soon.
Express Gratitude
Showing appreciation for an employee’s efforts in the office (whether in-person or remotely) is an extremely important thing to do. Not only should you tell the person individually that you appreciate their devoted attention to their work, but you should tell them in front of their peers – such as during a departmental zoom call – and in the presence of those even farther up the org chart. These small acts mean a great deal to an employee. An added bonus is that it shows that you are a team player, supporting and validating your people, and that you are not in the job just for yourself and your own advancement. Supporting others is one of the strongest traits of good leaders and it evidences humility, altruism, and a healthy work spirit. It will be rewarded by employee loyalty and leadership recognition.
Provide One-on-One Support
As a supervisor, it is important that you have a clear understanding of your employee’s individual situations when it comes to scheduling and carrying out their work. One employee working remotely may have young children and thus they will be more productive during school hours. Another may have an elderly relative they must care for and their best hours will be 4 pm to midnight. Finding out about personal situations may allow you to work out an optimum schedule so that work needs are fully being met while at the same time the employees’ stress levels are measurably lowered and job satisfaction is heightened.
Be Creative with Work Responsibilities
Being creative generally means thinking outside of the box. Your employees may feel like their work is routine, not challenging, and dull. Perhaps you could talk with them about taking on a new responsibility – something that would motivate them to be excited about their work and at the same time teach them new skills. Perhaps they can work in new teams, mentor another employee, or come up with a proposal for how to improve work flow. People usually appreciate being given an opportunity to learn new job skills because it could pay off later on when they apply for a promotion or a merit raise. Be sure that new opportunities are offered to all of your employees and not just the ones who seem motivated. You may discover that a shy employee is hungry for challenge but afraid to ask for it.
Ask Employees for Their Opinions
When you are having a group discussion, such as through a division or departmental meeting, it is a good idea to leave time for input of your employees. If all you do during a meeting is list off your priorities, tell them basically the same thing time and again, and pontificate, you are losing out on potentially valuable ideas. Not only will you get creative feedback about the work itself, but you will also engender a closer community of employees who feel that they are part of a capable and valued team. Job happiness will increase as well their levels of productivity.
Icing on the Cake – Social Time
Working remotely has hurt our coveted social time with our colleagues. This not only is bad for individual employees but it also negatively affects the group dynamics. Find out what they would like to do, whether it’s having zoom break-outs for coffee breaks, planning a 4 pm “happy hour,” or including lunch during a departmental meeting. When employees know each other personally, they are more likely to ask for help from each other, be willing to lend a hand when a colleague requests it, and generally feel good about the group with which they are associated. It is a powerful connector and motivator.
I hope you will incorporate at least some of these suggestions into the 2022 workplace. If you would like specific coaching on these management skills, contact HR and they will assist you. Role playing and working on difficult conversations may be another resolution you’ve made, and the Ombuds Office is ready to help with that. Here’s to a productive, healthy and happy new year!
