Following our latest webinar in which we discussed how those in leadership and managerial roles can support employee’s at home during the current climate, Margery, our MD, wished to share some of the key points and topics that seemed to resonate most with our audience.
In order to support your employees, whether they are at home or not, you have to create an environment and culture which allows you to engage in meaningful dialogue. This is especially the case just now, when we are all operating outside of our comfort zone dealing with issues that are beyond normal, in an external world that is full of uncertainty, fear and concern, and probably having to address issues that are difficult at the best of times, but with the added complexity of the lack of personal interaction as we communicate through screens and phones. However, if there is a culture and experience of
Trust and Confidence
Openness and Honesty
Dialogue and Feedback
It is more likely that you will be able to reach out and have a meaningful conversation.
The way in which you can support your employees will depend on whether they are working or furloughed. It is important to think about what communication is relevant and important to each group and the way in which you can reach out and engage. Furloughed employees are not working and therefore you cannot talk about work, but you can communicate about what is happening in the business, changes and updates to the furlough scheme and invite to join in any virtual social gatherings that you may be having.
We have a duty of care to our employees for their physical and mental well being and it is my view that if you take that seriously and put in place measures that are helpful and relevant, then you are more likely to minimise the possibility of negativity and risk of challenge when we are on the other side of this, because employees will have understood the steps that you had to take and understand the business case and rationale. As time passes and employees are at home, becoming more disconnected from colleagues and work practices, the more difficult it is for them to take your perspective into account.
So our duty of care has legal grounding, moral implications and very practical consequences.
If you want to discuss any challenges you have or you have a specific question please get in touch by calling us on 0131 225 7458 or emailing us at firstname.lastname@example.org.