In this most precarious time, emotions are running the gamut, as we navigate our way back to our offices – or not. Just as we thought we mastered the virtual meeting, new questions and unspoken concerns are simmering directly below our cordial conversations.
What is happening outside our office is acutely being felt by each employee inside. There is no leaving fear and confusion at the door. In most cases, there is no door.
Employees are craving a way back to connection and civility, while desperately needing and wanting the courage, confidence, and most importantly, agility to embrace this uncertainty and unrest – thriving would be the bonus. They are also looking to leadership to forge the way.
Gallup gets it right!
In the July 2nd Gallup.com article, As COVID-19 Continues, Employees Are Feeling Less Prepared, they describe how leaders made a good effort in the first 10 weeks to assure that their employees were safe, informed, and engaged.
And then, leaders, wanting and needing for it to be over (like the trend in the country), stopped on a dime and disconnected from their managers and employees.
So, how to get communications back on track?
Here’s Gallup’s three suggested actions:
Let’s all agree that #1 is stating the obvious. If you assumed that your managers are "taking care" of the employees, I ask you, then who's supporting the managers?
How much energy you put into #2 and #3, directly correlates to the employee experience and engagement which more precisely will be reflected in revenues.
In my working with teams, this is what’s being asked and said: “Are we coming back into the office, or aren’t we? When? Why not now? I want to stay at home. Will I be required to wear a mask? What if people aren’t required to wear a mask?" You can understand why dialogues
These questions and statements are just the tip of the iceberg. Beside a paragraph press release, many leaders haven’t gone any further in addressing Black Lives Matter and your organization. Don’t be scared to show your vulnerability – that trait is right up there in the list of what makes a great leader/manager.
Most importantly, these don’t have to be in-your-face-combative discussions. At Collaborcate!™ we get there through the application of improvisation, to focus on teams, agility, acceptance, and empathy, to name just a few.
So, if you don’t call us, please call someone – the healthy and prosperous status of your employees, teams, and organization depend on it!