This recent article on a study by Microsoft identified some disturbing trends that many of us have been discussing.
The article points out that while many executives have been pleased and doing well with work-from-home situations, other employees have struggled mightily. This dichotomy in perceptions and outcomes points to a very important issue. We must understand each group and person from their point of view. We cannot just assume that because one person or group is doing well, others are too.
Another interesting fact from their survey of their employees.
52% of the company’s IMs were being sent between 6 pm and midnight.
Its become clear now that work from home has created an environment where employees are on all the time, there is no separation between home and work anymore, and as employers continue to push this envelope, they are creating more stress, depression, and less happy team members.
So what should one do?
- Ask your employees how they’re doing and feeling.
- Recognize the stress of the current situation, acknowledge it and ask what you can do to help.
- Understand that those in Senior Leadership may be in an entirely different situation than other Team Members.
- Give your Team Members the freedom to “clock out” and get away from work. Even go so far as to not reach out yourself via email or text after hours unless it’s an absolute emergency. Model the behavior and be sure they understand responses and work after hours are not expected unless necessary.
- Help them create some sort of physical boundaries in their home between where they work and where they live, if possible.
- Provide ample opportunities to take time off and take a vacation. And when off, be sure it’s truly off, don’t expect replies to emails or texts or for them to join some Zoom call. In fact, it may be best to tell them to turn off their phone and computer completely or give them the right to ignore it all.
Recently a friend of mine in healthcare, who had racked up months of time off but never taken any, was in a meeting and sort of “lost it” coming out with some rather rough statements that were not typical for them. He immediately apologized and said, “look I’m too stressed right now. I’m going to take the next two days off.” Everyone understood and the break helped them and the team considerably.
As the article points out, whatever you do, make it real, beneficial, and meaningful. Give them a break.
If you’d like to talk about your specific situation regarding benefits, healthcare programs, or how to help your employees, schedule a call by clicking the logo below, it’s free.
