insideKENT Magazine Issue 99 - June / July 2020 | Page 56
BUSINESS
HOW TO LOOK AFTER YOUR TEAM’S
WELL-BEING WHILST REMOTE WORKING
SOCIAL DISTANCING, SELF-ISOLATION AND WORKING FROM HOME WHERE POSSIBLE ARE JUST THREE
OF THE WAYS GOVERNMENTS ACROSS THE WORLD HAVE SAID CAN ULTIMATELY HELP SLOW THE RATE
OF INFECTION OF COVID-19. HOWEVER, IN A MUCH DIFFERENT WORKING ENVIRONMENT, MANY EMPLOYEES
CAN FIND IT CHALLENGING TO MAINTAIN ‘BUSINESS AS USUAL’ WHILE KEEPING A GOOD WORK-LIFE
BALANCE AS WELL AS POSITIVE MENTAL HEALTH AND WELLBEING.
With this ‘new norm’ being for the foreseeable future,
Matthew Dickason, global managing director at
Hays Talent Solutions, has looked at steps
employers can take to make lives easier for their
team in times of crisis.
Addressing anxiety with aligned leaders
via daily huddles and one source of truth
In a constantly changing environment there is no
doubt increased anxiety about the future, in terms
of both personal and work-life. Being mindful about
this anxiety and showing support for not only staff’s
physical well-being but perceptive of any increased
mental stress is crucial during these times.
While events continue to unfold, one of the biggest
causes of anxiety will be mixed messaging meaning
frequent communication is important for any
company, so employees are not left uncertain about
what to do. It is imperative that a leadership team
has only ‘one single source of truth’ for staff to
reference in the form of a central intranet page,
containing updated policies and information on
things like sick leave, quarantine procedures and
remote working practices.
Management teams should be in constant
communication to share updates on the impact and
actions being taken, as well as discussing any updates
from official health organisations and government
websites. Without this alignment you risk having
teams working to different assumptions and making
tactical decisions.
Ensure open lines of communications with
your employees to unite remote workers
In addition to daily huddles, a clear communication
channel and protocol should be set up to allow easier
management of teams in various locations. In times
of mass remote working employers need to consider
frequent communication, not only formal
communications such as reporting but also general
engagement. To avoid the isolation that can come
with working from home, especially for those not
used to it, teams should be encouraged to create
virtual coffee-break moments as well as their usual
daily interactions.
Make sure your team are aware of the most
important points of contact
While there may be multiple people to contact
regarding various things on a normal working day,
it’s vital that your team know the most key people
to contact, who will be dedicated to answering specific
points. This includes
• Questions on company policies
• General questions about leave, absence and pay
• Resources to support remote working and
well-being
As many businesses have had to quickly transition
into remote working, producing tips, tricks and
advice for working from home can also help members
of staff adjust to their new way of working.
Sending these out in the form of emails, guides and
reminders on how to stay active and healthy when
working from home, how to get access/make the
most of collaboration tools, and how to set up your
home office for optimum productivity and wellbeing,
are just a few ways to help employees through
unsettling times.
Hays Talent Solutions is an award-winning market leader
in recruitment, helping clients to find the best skilled and
qualified talent in over 22 industries and professions. With
over 6,800 recruiting specialists and 250 offices worldwide,
Hays is unparalleled in its ability to engage with an extensive
network and capability to match its clients’ specific requirements.
www.hays.co.uk
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