We Will Get Through This

When Covid-19 hit us last March, I sure didn’t imagine that we’d still be fighting an extremely complicated pandemic at the end of the year. But here we are, and despite all the good news of multiple vaccines, we now know there is still a long road back to what might be called “normal”. And most likely some of the changes we’ve made this year will now become the “new normal.”

Hard as it is, we have to admit that we can’t manage the way we used to. Alternatively, maybe it’s time to stop trying so hard to make things fit the old definition of what it meant to manage others.  A recent post on FastCompany.com had some good advice. If you didn’t see it, here are some nuggets that should make any manager’s job a little easier.

Gather information from your staff.  Ask what would work for them. Leaders used to make the decisions then tell people when the decision was final. But now we are all operating in the dark, so ask for input. Think about various situations. An employee whose kids are self-sufficient teens can work from home during what used to be called “work hours”. Conversely, a single parent with young children who has to monitor on-line school would be grateful if they could alter their hours to work later in the evening when the kids are in bed. Flexibility is a concept we all need to embrace. The phrase one size does not fit all has never been more appropriate, and FastCompany.com reports that employees who feel heard are 4.6 times more likely to feel empowered and successful. There are positive outcomes of being flexible.

Share what you know with your teams. Be as open as you can be with your staff members. With so much uncertainty, any bit of solid news can make a big difference. One important example, if you are still working remotely, keep people informed about your plans to return to the office. Some organizations have said they will be fully remote until the end of first quarter 2021. If you have yet to make a decision, be sure there are no surprises such as announcing on Friday that effective Monday, everyone is expected in the office.  A good practice is to let people know that they will receive at least six weeks’ notice before asking them to return to the workplace. There are a lot of moving parts to something that sounds as simple as no longer working remotely. Remember the chaos when everyone was suddenly sent home.

Recently we posted a blog on building trust. We reminded our readers that showing vulnerability is a great way to build trust. So, let your employees see that you are human and be there for them to the best of your ability. 

A final note on 2020, we are grateful for you and wish you a happy 2021. And remember, we will get through this.

Barbara & Cornelia