Although 2020 is in the rear-view mirror, many organizations are still facing unparalleled challenges. Many employees continue to struggle and some may really need your help – but do you know who?

No question, last year was challenging for both organizations and employees. Everyone is adapting to new ways of working and your employees may be juggling multiple responsibilities, such as children at home or family members that need extra support, while continuing to perform at work. Some seem to make it look effortless, while others are struggling to cope. With increasing numbers of employees working remotely, it can be more challenging to assess who is struggling and who may need your help.

With increasing numbers of employees working remotely, it can be more challenging to assess who is struggling and who may need your help.

The time many of us spent at the start of the pandemic vigilantly checking in with our employees may have tapered off as we began to focus on new challenges. Informal interactions you used to rely on to gauge your employees’ wellbeing are now replaced by Zoom and Teams meetings and of course it’s not as easy to read body language through a screen. Many organizations see remote working as the way of the future and will go forward with a larger portion of their workforce operating remotely. We may now need to refresh our methods of assessing employee wellbeing to ensure that we can reach those who need it most. So how do you determine who is sailing through and who might benefit from some support?

So how do you determine who is sailing through and who might benefit from some support?

There are simple things you can do to start to open up the lines of communication between you and your employees.

  1. Restructure your regular one-on-one meetings with your employees. Instead of just going through your regular agenda or list of projects, reserve 15 minutes of the meeting just to ask your employee how they’re doing at home, how their family is doing, etc. If this type of conversation isn’t typical for you and your employee or if your conversations have dropped off since the start of the pandemic, it may feel awkward at first, but you’ll get the hang of it.
  2. Incorporate simple wellbeing checks into your employees’ weekly routines. Your employees may be most comfortable sharing how they are feeling through other means, such as the MyVybbe feature on the Vybbe app. Platforms like these also allow you to gather data over time and identify any changes that may indicate trouble spots, so that you can step in and provide support early.
  3. Ask how you can help. When chatting about your employee’s project load and status, ask directly if there are things you can do to support them or barriers that you may be able to help eliminate. Many times we forget to just ask the question.  And if they can’t think of any on the spot, leave it as a take-away and follow up with them at your next one-on-one meeting.

Incorporate simple wellbeing checks into your employees’ weekly routines.

While the importance of employee wellbeing has been highlighted by the pandemic, more organizations are now realizing that ensuring their employees feeling safe, supported and emotionally secure is not just critical during a crisis but is fundamental for ongoing employee engagement.

By incorporating a few of these tactics into your employee wellbeing plans this year, you’ll start to develop greater insights into your employees’ states of mind and can assist where necessary. Your employees will start to feel their voices have been heard, their wellbeing prioritized and your relationship with your team will be enriched.

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