Q&A: Managers need a little more support, too
Without more support, managers are at a high risk of disengagement and burnout.
It’s been a rough year, to say the least, and the ramifications will last long after a COVID-19 vaccine becomes widespread. Some things will change for the better and become more efficient–the way we work, the way we shop for and consume goods and services, the way we communicate with our coworkers.
But other areas of life have changed for the worse. Social isolation and the uncertainty caused by the pandemic has taken a toll on mental health for people of all ages. Working from home has caused a blurring of work/life boundaries, and has forced parents to juggle the added role of being teachers.
Related: Stress in the workplace and the risk of employee burnout
The list of ways the pandemic has and will continue to impact mental health goes on and on, and employers are working hard to build up their stable of resources to support employees. But as they do so, they should make sure they’re not overlooking one key player: employee managers.
Shane Metcalf, chief culture officer at 15Five, recently shared with BenefitsPRO some insights and suggestions for ensuring that managers get the support they need right now.
Why are employees and managers alike struggling to stay motivated right now?
With increasing numbers of COVID cases across the U.S., more cities closing back down, holidays coming around the corner, and the recent presidential election–there’s a lot of uncertainty in all of our futures, which can make it hard to stay positive, motivated, and engaged.
Engagement levels in 2020 have reached all-time highs and all-time lows, but even in an average year, only 36% of the workplace is truly engaged, while the remaining 64% of employees are either unengaged or actively disengaged.
Managers today may be struggling the most, as they have been asked to support their employee’s mental health and wellness in addition to providing the usual support – removing any roadblocks, meeting more frequently, granting trust, and so much more. Without more support, managers are at a high risk of disengagement and burnout.
What impact does a distracted manager have on its employees?
When managers are distracted, the effects ripple through the entire organization. When managers are distracted, employees feel less comfortable bringing up problems and tough issues they’re experiencing. Employees lose the motivation to go above and beyond their role; they can feel less inspired by their work and lose the important perspective of how their work contributes to the organization’s larger goals and accomplishments. Distracted managers also provide less recognition and appreciation for work well done. All of these things can massively impact an organization’s bottom line for the worst.
How can managers better support their employees right now?
It’s really important to check in on how people are feeling. Managers should spend time asking their direct reports if they are feeling supported, hitting roadblocks, and/or having a hard time with transitions. These areas of understanding are key to supporting high-performance and happiness at work. Supporting the “whole” person is vital now more than ever with so much uncertainty in all of our day-to-day. Checking in with employees shows that the company is there to support them and wants to foster growth and development even when times are tough.
How can frequent one-on-one meetings improve engagement across organizations?
I can’t emphasize enough how important frequent one-on-one meetings are. When managers provide the space for regular meetings to meet with their employees individually, they’re able to build relationships, provide coaching, and support their people in a more meaningful way. Having one-on-ones helps employees feel invested in the organization and helps managers become better advocates for their people. Employees who have regular meetings with their managers are three times more likely to be engaged, which translates into increased productivity and reduced turnover.
When managers use information from their one-on-ones to create opportunities for their employees, they’ll help them increase their overall effectiveness.
What are some best practices for staying engaged during the holiday distractions and rising COVID-19 cases?
A best practice for leaders to help their employees stay engaged is to support their interests outside of work. This can make a big impact on building a deeper connection between teammates, even if it’s from afar. Additionally, it supports employees disconnecting from work, as everyone’s putting in more hours working from home. When you encourage your employees to take time for their hobbies, they feel more empowered to truly take the time needed to refresh and feel rejuvenated.
Whether the hobby is exercising, reading, or cooking, hosting a space where people can gather to have discussions on a regular basis about topics they enjoy, can interest people from various teams who may not otherwise get to interact and majorly boost employee morale. We have Slack channels like #peloton-crew, #water-cooler, #now-watching that brings our employees closer together. This shows that the company not only cares about their people’s professional development, but their personal growth too.
Ultimately, it’s up to each individual to choose their path – if they want to spend it learning to be focused, engaged, and inspired. The individual needs to want to be more focused and less stressed before any practice can be put in place. Managers can, however, guide people towards useful resources.
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