Let’s Dial it Down a Bit

One of the things I have noticed since the COVID-19 outbreak started is that the boiling point for workplace emotions has become lower. In my consulting work, I often encounter staff conflict situations. A frequent question I ask those involved is if this same situation had happened a year earlier (prior to COVID-19) would my assistance be needed. More often than not, the response is that a year earlier the same problem would have been resolved without me. This understandable. We are all feeling more stressed since we started adapting to COVID-19. Many of us have either been directly impacted by COVID-19 symptoms or have friends/family who have been impacted. Even those who have not experienced symptoms have been inconvenienced by steps taken have taken to avoid infection. All of this has resulted in unavoidable stress.

The good news is that organizational leaders can take steps to minimize workplace stress. By lowering stress, you should see fewer incidents of stress-induced conflict. Following are some suggestions that may help to get you on the right path.

Proactive Ways to Lower Stress

Vacation Rollover – If you have a “use it or lose it” vacation or PTO policy, you probably have employees who have been working hard this year who may not have had to opportunity to use all of their earned time off. They still need to recharge. Now would be a great time to make an exception to your policy by rolling over unused hours to 2021 and let all employees know about it.
Flexible Work Arrangements (FWAs) – In our scramble this year to adapt with many employees working from home, we have learned that many are productive and enjoy working from home. Now is a great time to formalize or upgrade your FWA policy and notify your employees.
Pat on the Back – If you have not done so already, I suggest you send a holiday message to your staff and recognize the challenges they faced along with your heartfelt appreciation. Individual one-on-one expressions of appreciation can also be motivating.
If you have an Employee Assistance Program (EAP), Promote it – EAPs are employer-sponsored plans that assist employees with a variety of personal problems such as emotional, financial, wellness, elder care, and/or basic legal assistance. If you have an EAP, now would be a great time to remind staff that it is available to them.
Manage Your Performance Management Process – Employees now more than ever need feedback on both what they are doing well and what they can do better. How you communicate can make the difference between a positive, motivating conversation and a demoralized employee. Formal performance management meetings can be intimidating for staff. Less formal conversations can yield better results with much less stress. If you have a formal rating process that is communicated to employees, consider taking a break from it for a year or so. No one likes getting graded, especially when they are stressed.
Get HR’s Help Early with Employee Conflict – In HR we tend to excel at assisting with employee conflict. It is much easier, though, if you get us involved relatively early in the process. Make sure you engage your HR Team or an outside HR Consultant at the right time.

If you are interested in learning more about how IgnitionHR can help with any of the suggestions above, click HERE to schedule a quick introductory phone call.