Unprecedented: How to Help Your Team Deal

I’ve stopped counting the number of times in the past year I have had to use the word “unprecedented” to describe what is happening in the world around me. With Covid, economic uncertainty, police brutality, climate change, the November election, and now an armed insurrection and a second impeachment, it truly feels like we are living in the most challenging of times. Or as I say a lot, “no puedo.”

We cannot simply pretend that all of these stressors are forgotten as soon as we turn on our laptops and start the workday. Many of these stressors are deeply personal and may feel completely overwhelming. To ignore them is to disregard the well-being of your employees and colleagues. However, it may also feel uncomfortable or unsettling to discuss external stressors within the workplace. Below are some tips to help you deal with unprecedented events and help you guide your employees and colleagues to a better place.

1. Reach Out and Be Available

People may be feeling overwhelmed, sad, or angry — but you will never know unless you reach out. Having a virtual “open door” policy — where an employee can chat their manager for some time to talk — is an important indicator that a manager is available to discuss any kind of issues, external or otherwise, that might be affecting an employee. Setting up regular office hours is another version of this open door, in which employees will know their manager is available and eager to discuss whatever might be affecting them.

These policies are not just limited to managers. Chat or email your teammates to check in. Teams can also set up standing calls every week in which the team can discuss anything. These outlets allow for employees to express themselves and manage their stressors.

2. Pay Attention

Has your colleague missed a couple of meetings? Do your employees seem distracted or short-tempered? It is very easy to blame these behaviors on a person’s individual performance issues but in reality, productivity is significantly impacted by external stressors. Just one example from a Gartner employee engagement survey: during the week of the U.S. election, over two-thirds of U.S. employees (68%) reported the election impacted their ability to get work done.

If you notice that someone’s behavior or attitude seems different, send them an email or a chat and check in. A buddy system or a mentorship program can be leaned on to make sure employees are ok. Managers can also amplify the resources available at their particular workplace and refer employees to HR.

3. Set an Example and Ask for Help

True leadership does not simply speak the words but acts with intention and compassion. In interactions with team members, engage in productive conversations in which greater understanding and connectivity is promoted through dialogue, not debate. Encouraging others to share their experiences with no judgment fosters a safe and inclusive environment. If you’re stuck, reach out to HR. We have been trained to work with you on any and all of these issues and are eager to help.