We'll be alright once we get back to normal (right?)
May 30, 2023
As NZ transitions to Level 2, and many people head back to work in their offices (or a coworking or somewhere else), there will be lots of leaders who are raring to go, to "make up for lost time" and catch up from the four(+) week interruption that has taken place. They may also believe that now COVID is over, things will revert back to being as they were before.
It is hoped we will all spare a thought for those members of our teams who have been struggling through these last four weeks of high intensity and stress; adjusting to the new circumstances outside the office and navigating all manner of personal circumstances. I believe that there is no reversion going to take place. There is however a great opportunity to invest in and re-engage your teams to help them adjust and be successful.
This piece keeps coming back to me. Many executives and senior leaders have been in feverish planning meetings to deal with lockdown, to get through it, and get out of it. Like riding white water rapids down the river of business. The reality is, a river only flows in one direction - downstream. Just because the water is calmer again, it doesn't mean you are where you were before you encountered the rapids. You are somewhere else now surrounded by a different landscape.
Teams have been at home, thinking about how they adjust from working in the office and all the family, partner, logistical, and mental health challenges that were involved in that. All of these were faced whilst trying to maintain a level of perceived productivity; real or not. Some have a good picture of what their leaders have been considering in the last six weeks. Others have little to zero visibility.
Now lockdown is over they're saying, "Oh my God. Now I've got to go back to the office. I've got to adjust to putting work clothes back on. To commuting". And probably much more!
Working from home was stressful and tiring for many. Coming back will be stressful and tiring because it's another change to their norms and requires a transition. There is also likely to be some who hold the fear that they're going walk into work and have their leaders say, "You've been 'off' for four weeks. Let's just get back into it. We've got a month to get to make up for"! (Of course it might not be delivered in those exact words but the imagined implication and oversight of their effort is high on their anxiety radar).
Like a good white water rafting coach, you might want to check in and make sure everyone made it through unscathed. Some may have been exhilarated, others terrified. Some may have swallowed water and need immediate assistance. Take that pause.
Good leaders will also be considering the emotional strain employees have experienced alongside the fiscal impacts on their business, and holding some space for this to be unpacked; whether together or one on one. You might want to consciously ask your team members to reflect on what they experienced during their lockdown for both you and them gain greater insight into their level of resilience/fragility before kicking back into delivery high gear. You can grab my COVID reflection worksheet and share it with your team members. Also, grab my helpful one to one template here which includes four simple questions you can ask to elevate your one on ones.
Employee well-being has taken a hit during COVID
Never has there been a more important time for leaders to acknowledge the sacrifice their teams have undertaken, and the efforts they have put in to help their organizations get through COVID.
These stats from Perceptive indicate that employee uncertainty and angst are worth paying attention to. Employee well-being has been affected as a result of how employers have reacted to COVID-19.
- Almost a quarter of employees believe their employer hasn’t done enough to support them.
- Just under half now hold a changed perspective of their employer. Of this group, two-thirds feel more positive while the remainder are less favorable.
- Over a third of employed New Zealanders are either considering a career change or are unsure if they with stay with their current employer.
- Of those who are definitely changing their career, 3 out of 5 are not confident they will be able to make the transition.
With 1 in 3 employees considering a career change, now might also be the perfect time for leaders to examine how their business might pivot, grow, and adapt, to allow these people to migrate their careers - and retain them. We know from CEB figures that the cost of replacing an employee is between 140-260% of their salary so surely it is more economically viable to let these aspirational employees work more flexibly, on things they are passionate about, whilst retaining them? Melissa Wragge is a Business Pivot and Transformation Specialist who works extensively in helping businesses to pivot. She and I are happy to team up and help from a business/people transformation perspective.
Also, investment in coaching and mentoring with employees could be a wise use of funds right now. Not only does coaching assist in retention and engagement. It boosts productivity and helps employees expand their modes of operation to take on larger, more complicated problems. Investment in people is paramount for business success during periods of high pressure.
The good news in the figures above is that a lot of leaders have done a GREAT job supporting their teams. 75% in fact. Well done NZ! But there must not be a complacency that things will return to normal - because normal is back up the river! In fact in employees' minds, they may be experiencing "Ultra-VUCA": An extreme version of Volatility, Uncertainty, Complexity and Ambiguity.
The often quoted, often misused phrase "VUCA" intimates that everything is in chaos and we and our teams may believe we have little power to do anything about it from a strategic perspective. That we are only reactive. This isn't the case. In fact, there are two axes in the VUCA model.
- How well we can predict the results of our activities and,
- How much we know about the situation we are facing
Consider the approaches outlined in the image below taken from HBR, which can help you to engage with and support your team to gain certainty and confidence as you lead them through their recovery in this Ultra-VUCA environment. Even if we don't know and can't predict much, we can still lead proactively.
Our approach in the post lockdown world is less about focusing on getting back to normal. It is more about working with our teams to approach the new normal with fresh new thinking and approaches which will stimulate, support and encourage them as they transition to whatever is next.
MENTAL HEALTH NOTE - If you are feeling alone or overly worried about things right now, please reach out to me directly for a chat. I am here to listen and want you to know you have someone to connect with who cares.
If you enjoyed this blog, here are a few ways we can connect:
- Read our blogs - click here
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