This month the furlough scheme comes to an end, but the uncertainty created by this pandemic does not.
Covid-19 has caused mass disruption and big changes within businesses across almost every sector, bringing with it greater pressure for managers as companies have had to reshape almost overnight.
Very often managerial performance is based on external rather than internal results, but in times of rapid change putting people management first is vital. Businesses can fall – or grow – based on how good an understanding managers have of their individual team members.
That process of being able to tune into the individual and collective ‘mood’ of employees has been made harder than ever though. Many people are still working from home, while in the office everyone must keep their distance so it’s hardly business ‘as usual’.
The natural cohesion of the workspace which nurtures creativity and boosts morale has been severely disrupted. The crisis is materially affecting daily work lives and people have widely varied experiences, perspectives, and outcomes.
Add to this the difficult nature of the current employment market. This means many people will want to stay within the relative safety of their current job, however if they are unhappy of dissatisfied in some way with their work then there is a cost to the business.
It makes financial sense to look after your staff
• According to employee benefits company Perkbox, it is estimated that disengaged employees cost the UK economy £340 billion every year in lost productivity
• In 2014 it was costing employers £30,614 on average to replace one employee
It makes good business sense to look after your staff
• Research from Gallup has shown that when employees have a deep sense of affiliation with their team members, “they are driven to take positive actions that benefit the business”.
• While there is a natural tendency for leaders to focus inward on the business itself, sustaining trust and acknowledging employee efforts are critical to employee engagement, well-being, and effectiveness. Businesses that have been pro-active in addressing employee needs during earlier phases of the crisis will be in better positions than others as their workforce moves forwards.
It might be that employees do not believe that their opinions matter or that what they say must be restricted based on their positions within the company. Front-line managers need to be extra vigilant of employees’ feelings and fears and recognise how these emotions affect motivation and workers’ ability to do their job.
4 tips to keep your staff happy and engaged
1. Understand your own feelings and mood and how this can impact on interactions with colleagues.
2. Be empathetic and think about what your colleagues are dealing with.
3. Facial expressions give away our thoughts and feelings. Take care when using Zoom or Skype when your face is centre stage!
4. We all like a bit of reassurance especially when situations are new, so don’t forget to praise others.
While all the above may sound simple to do, it may be harder than you think
Research by neuroscientist Sukhvinder Obhi found that power impairs our ability to understand and associate with others. Taking on greater responsibilities and pressure can rewire our brains and force us to stop caring about other people as much as we used to.
Ultimately though, a manager’s interactions with a team will determine whether staff members feel safe airing opinions and concerns. Employees want to work with leaders who see themselves as part of the team and who they trust to be open and 
accountable.
A psychologically safe working environment creates a stable state, and when teams feel safe, they feel better able to cope with challenges.
The good news is that the skills around emotional intelligence and developing psychological safety within your team can be learned and developed, and if this is something I can help you with then please message me.
You can find a recording of my first webinar; ‘Managing a happy, healthy and productive team as they return to work from furlough’ here
You can find a recording of my most recent webinar; ‘Successfully navigate change and uncertainty with your team’ here
