In the news, we’re hearing a lot about changes to regulations, and for federal employees, significant changes in staffing. Change and stress are high now, and can feel like constants in the working world.
We know from our research that the support from managers is one of the most important ways that employees feel appreciated at their workplace . Taking the time to support employees might be the best thing for employees and the business, but is a challenge for managers that are already feeling busy and stressed.
What can managers do to support employees so everyone feels better?
Strategies for supporting employees during organizational change
1. Be transparent. “I’ll tell you what I can.”
You may not be able to share all the details you know – you may not know much – but even sharing what you can will help quell concerns and build connection within your team. You might even want to host a Q&A session so employees can ask questions. This helps you understand what they are worried about and allows you to try and find any answers you can.
2. Be vulnerable. “This is stressful – even I’m having trouble focusing.”
Letting employees know this isn’t business as usual for you will also increase trust, connection and belonging. During times of upheaval, I’ve often heard employees say they are sticking it out because of their team. If you are honest about how you are feeling, you can open up a conversation about strategies to reduce stress and maintain productivity, despite uncertainty.
Strategies for supporting employees during personal challenges
As a Gen X’er, I remember when bringing personal problems into work was a no-no. But our research has found that 71% of managers feel responsible for their team’s wellbeing, and that 57% of employees are comfortable talking about their mental wellbeing at work, so managers will likely hear about it and will want to help. In today’s disconnected world, an employee’s manager may end up as one of the only people to know if an employee is experiencing a crisis, but what is a manager qualified to do?
1. Be a good listener. “Do you want my help with a solution, or do you just need to vent?”
Often, talking about a problem and venting some of the stress is a powerful support to an employee that is struggling. When my kids were small, I might come into work ready to cry or scream from a tough morning, and if I was able to share the story, it helped me to move on quickly. I’ve had many managers love the phrase above as a way to provide this support, but also not feel pressured to come up with a solution.
2. Offer flexibility. “It sounds like you have some things to work through. What if you took some time off?”
A few years ago, I was very stressed as I tried to help my child with their mental health struggles. I was trying to be a good mom and a good employee, and it wasn’t working. My manager offered a solution: “Every morning, send me a 1 through 5 so I know how you are doing. No need to explain, just the number. One means you are 100% Mom – and I’ll have your back and let others know you aren’t available. Five means you are fully at work. I’ll have your back, while you take care of your child.” This flexibility was just what I needed to really give my child the support they needed to get them back on track quickly. This strategy saved everyone stress and time and I was so grateful for her support!
3. Connect employees to resources. “Did you know we have a benefit that can help?”
I often hear from HR leaders that their carefully curated collection of benefits and resources go unused when employees need them. Do you have an EAP program or mental health support for employees? Do managers know about it and how to access it? Is it easy to find in those busy moments when they need it? Offering simple access or training can do a lot to help managers (and employees!) when things get tough – and so they can get help before things get tough.
Reward Gateway | Edenred’s HEART Hub – built in the RG|ER Employee Experience platform – contains our employee wellbeing resources. Our People Team divided EAP tools and supplementary benefits into preventative, daily and crisis categories making them easier to find for employees and managers.
We hope these tips can make stressful situations easier and allow managers to feel more confident and comfortable helping employees during challenging organizational and personal times.
Learn more about how Reward Gateway | Edenred can help you make your organization a better place to work and enrich connections – for good.
