5th May 2022 3 MIN READ •Talos Engage •Employee Wellbeing
When employees are going through a difficult period, it’s often tough to balance their needs with the demands of your business. However, it’s always important to ensure their wellbeing – not just from a moral perspective, but for the sake of your employer brand too. Here’s how you can support employees through hard times:
Supporting employees through hard times…
#1 – Provide flexibility when needed
When employees are facing challenges outside of work, it’s crucial to offer flexibility as and when they need it. This may include:
– Compassionate leave (not just sick leave)
If your employee feels that personal circumstances will affect their ability to work, it may be best to offer compassionate leave. This gives your colleague the space that they need to work through difficult periods, while ensuring they feel secure in their roles.
– Remote working
Remote working can be a positive way to support employees facing hard times. This allows your colleagues to continue working at their own pace, while giving them distance from your workplace environment.
– Reduced or part-time hours
If your employee would rather continue working, it may be wise to consider reducing their hours on a temporary basis. This allows them to remain secure in their positions, while giving them the space and support they need to recover.
#2 – Develop a more supportive HR strategy
It’s important to map out your HR strategy with employees’ wellbeing in mind. Plan how you will support employees if they face personal challenges.
– Wellbeing resources
Ensure your colleagues have access to wellbeing resources – such as peer support, HR advice, and representation when needed. Make sure they know how to access these resources if/when required; include this in HR inductions and quarterly/annual reviews.
#3 – Prioritise long-term performance over short-term KPIs
While your business demands remain important, it’s vital to alleviate pressure to support employees facing hard times. Put short-term performance and KPIs on hold, even if your colleague decides to continue working.
– Adapt/renew targets and objectives
If necessary, discuss renewed targets and objectives with them. Make it clear that further flexibility can be facilitated as and when required.
It’s far more important to focus on employees’ long-term performance than their short-term delivery. This is a crucial part of building a sustainable workplace strategy.
Read more: HR Conundrum – Productivity vs Wellbeing
#4 – Arrange handovers without being invasive
Don’t let anxiety over responsibilities get in the way of supporting your employees. Arrange handovers of critical projects and tasks – without being invasive, or putting pressure on your colleague.
– Collaborate with your colleagues
Work with your team to decide how the affected colleague’s responsibilities will be covered in the meantime. Identify which team-members’ skills overlap those of your absent employee, and discuss how tasks can be incorporated into their workload.
– Spread out projects & responsibilities
When approaching employee handovers, it’s important not to put all your eggs in one basket. Spread out projects and responsibilities between your team – pinning these on one or two employees can quickly lead to burnout.
#5 – Ensure their wants, needs, and expectations are met
Talk to your employee to evaluate changes in their wants, needs, and expectations. Ensure you’re doing everything you can to meet these throughout their challenging period.
This may include facilitating flexible working, offering regular wellbeing reviews, providing HR representation, or allowing paid time off.
Introducing…
Talos Engage: Easily meet employees’ expectations
Meeting the wants, needs, and expectations of your employees is crucial for promoting success – and retaining top performers.
If your HR strategy doesn’t resonate with your workforce, you risk decreased morale, high staff turnover, and damage to your employer brand.
Gamified employee engagement
Talos Engage is our gamified employee engagement tool, allowing you to easily survey your workforce to identify changes in their needs and expectations. This enables you to make crucial changes to your HR strategy – promoting wellbeing, retention, and productivity.
Employees simply play the swipe-card game to pick out their most/least important incentives and cultural values. This is formulated into a straightforward report, allowing you to inform your Employee Value Proposition in line with their expectations.
Discover a better way to engage and support employees:
