You may feel overwhelmed. Your staff certainly does. When we’re at work, there’s more on the mind than daily to-dos. In times like these, health and safety need to take a priority. As the supervisor, it’s your job to make sure every worker has the tools and resources they need to succeed in the workplace. These are the top seven things employers can do to help ease any concerns their employees may have about COVID or other health/safety concerns.
1. Check-In
Touch base with your people, sincerely and frequently. You don’t want to hamper their productivity, but anxiety in the workplace post-pandemic can be at an all-time high. Many people are still dealing with the aftermath, including managing kids learning remotely, new challenges with shifting hybrid schedules, and even the physical toll of COVID itself.
2. Be Clear
Clarity in your messaging is going to be crucial when employees are feeling uncertain, and a transition is occurring. Even if all of your workers are on-site, you need to have a uniform communication policy and an offer of transparency.
3. Be Cautious
You may be raring to return to normal, but respect that not everyone will be. It’s up to company leadership to maintain public safety and public health standards as mandated without cutting corners or making excuses.
4. Provide Training
Make sure all employees are receiving new required training as well as maintaining standard OSHA protocol. Showcase opportunities for growth within the organization. Currently, this may be a priority, but emphasize it to ensure your employees know they are valued and can picture longevity. COVID created chaos – don’t let that result in surprise turnover.
5. Show Empathy
Small staff or large, employees need to feel appreciated. This can come in tangible ways, like employers providing free masks and sanitizer, or intangible — respond quickly to concerns about hygiene, contagions, or required time-off.
6. Allow Flexibility
Along with empathy, you need to demonstrate a commitment to accommodating your staff members. Your requirements for in-person vs. remote work will vary based on your industry and company needs, but support your team where you can. If your workers are in-person essential, provide options for scheduling such as 4 ten-hour days. Running a hybrid or remote team? Schedule regular supervision, but trust that the individuals you hired can be productive without micromanagement.
7. Lighten The Load
Your team needs support from within as well as from their leader. That’s why top teams are never understaffed.
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