It is now months that the Covid-19 pandemic started and it has just changed almost everything in the way we work. A lot of people now work from home because of the pandemic and this greatly changed how employees feel about their employers. Because of the quarantine and working from home a lot of people now feel more connected to their friends and family. Because of this, it is now possible for them to feel emotionally distanced from their companies. Business leaders now have a lot to do to get everything back to normal. In this article we want to talk about how business owners can help their workers stay motivated during such hard times.

You have obviously attempted to keep the motivation and efficiency of the team strong during shelter-in-place measures. So, when you return to the office, you’ll need to think how best to lift the morale of workers. In April, nearly half of the Americans polled told the Kaiser Family Foundation they were suffering with pressures of mental health and stress. They’re going to bring those whining feelings with them.

Thinking that people will go return to the state they have been in early 2020 isn’t sensible. Show them that you fully understand by making some changes to how you are running your business.

  1. Let the workers build their dream work schedules.

You inform your workers that they can re-enter the office safely. And here is the issue: Many can’t. They’re still looking after their children or taking care of elderly relatives. They would like to get back to office, but just if you can be much more flexible than ever. 70 per cent of workers said they liked being able to choose hours they worked to help organize their work and home life in a research published by MyWorkChoice.

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Besides that, 75 per cent said they would be less stressed about going back to the daily routine if they could individually plan shifts to build up to 40 hours of working time. Figure out how to bring versatility to schedules and use technologies to place the power in the hands of your staff, instead of risk losing your best employees or facing chronic absenteeism.

  1. Practice a level of transparency that is appropriate.

During moments of confusion employees deserve to be understood. Often they would like to know what’s going on and they’re not blindsided. You don’t have to open the balance sheets to everybody, but you should be providing a continuous contact stream.

This isn’t likely novel to you, particularly after Covid-19. You have undoubtedly, like other leaders, implemented robust messaging procedures to keep in contact. Don’t stop talking while any or most members of the team work in the same place. Make it a priority to send regular emails, or set aside a time to send reminders at the start of each day. The more frank you become, the less concerned your staff can get.

  1. Become a genuine listener.

A lot of staff are likely to be outspoken about their stress factors and worries. Some may challenge processes related to protection. Others might need to cool down. Rather than telling the people that it will be good — or they’ll have to move forward — lean onto the communication skills. Hear without prejudice, and make sure that they know you understand them.

Being a better listener isn’t just good for the staff members. Gallup has concluded that strengthened manager-employee partnerships will lead to dramatically beneficial effects on the efficiency and productivity of a business based on long-term studies regarding employee engagement. The next time a worker comes to you with concerns, welcome the talk instead of putting it off or giving platitudes.

  1. Revise the benefits packages.

Dust off the employee benefits packages. What matters? What isn’t? Employees now care less for access to decent snacks and much more about realizing that medical insurance is accessible to them and their family members.

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Next, evaluate the feasibility of providing benefits outside medical insurance and retirement plans. Many companies have been toying with tossing out surprise rewards, for instance. It has been claimed that the coronavirus was used by Twitter, Kroger and Walmart as an excuse to prove that they cared by offering extra money to the employees. If you have never previously had a bonus structure, dig inside. Engage in incorporating perks that would cater to new staff and attract superstars.

  1. Show compassion to parents who have to keep the carpet commute.

Not everybody needs to carry on telecommuting forever. Many working parents however have no alternative. Make it perfectly clear to the parents in the fold that as long as they fulfil their tasks and hold the channels of contact open they will not lose their jobs.

On a realistic point of view, during a Zoom call, you might need to enable a team member to skip some sessions, or have a child while attending the meeting. This won’t be forever, because when it isn’t possible to find a nanny, daycare or summer camp, your employee will appreciate your diligence.

No one understands precisely what the worldwide economy will look like in the summer and autumn months to come. Encourage a tighter-knit working community by giving workers what they need to survive the storm today. Once the pandemic is past they should come back better and more obedient.

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