Compassionate Leadership: the key to a healthy return to the office
Photo by Marco Bianchetti on Unsplash
This article was originally posted on LinkedIn on 25th Jan 2022.
Now in January 2022, with the most extensive relaxation of rules in Ireland for almost 23 months it seems more likely than ever that more workers will start to return to the physical workspace. Some organisations have already a staged plan in place, with some workers already working the hybrid model (remote some days and others in the physical office). Read on as I share my best advice on how to put into practice a staged return with compassionate leadership at the core of any approach.
It starts with YOU - employers and leaders take note, currently, you and your group needs extra special support and consideration. Your tasks, responsibilities and resilience over recent times cannot be underestimated or undervalued. Playing many roles; the messenger, the support structure, the motivator etc., whilst possibly also struggling themselves with this new way of working and the external stressors the pandemic provided.
Start by addressing your own needs; do you need extra processing time, rest time, self-care, breaks or peer support? Check in with yourself first - put on your own lifejacket - prior to supporting anyone else.
Then, within your leadership teams, ensure and advocate for, the following:
Underpin the change process with a clear focus on well-being - only one thing is certain over these coming months; change will be a constant again for the foreseeable future. Continuing to emphasise the importance of individual well-being, self-care and your own overall health and lifestyle needs, will bolster this next phase and support its success, whilst demonstrating to your team that you really "practice what you preach!"
Peer support and resources, including access to EAP (Employee Assistance Program) services, if appropriate, and provide access to confidential helplines for mental health supports. Leaders who advocate and use these services set best example to their team members, with genuine meaning and authenticity.
Communication backed up by action is the key - in terms of managing a change process and expectations, there is extra time now (than previously) to communicate proactively and with clarity. Use it. Also, provide and suggest the creation of safe spaces for your team to discuss these concerns openly and invite anonymous feedback through surveys and other channels.
Senior leadership should endeavour to be honest, transparent and practice what they preach in these sensitive times. Perhaps using key statement of intention for the transition. Sample provide below:
“With appreciation of workers' efforts and challenges in recent times, we move forward aiming to have open conversations, practice active listening and foster compassionate consideration to support each other”
Some organisations have created a Senior Leadership Group to support the transition back to the office. In time, such a group can also involve other team members, extending its reach and scope, being more inclusive.
Absorb lessons learned, by conducting a formal review of operational processes during the working from home period, documenting successes and challenges. This will provide the foundation for planning for the transition back to the office and towards a hybrid model. Another way of doing this exercise is to do a retrospective on a specific project or project phase with the relevant team members involved. A “snapshot” review analysis, will enable a better view of what did and didn’t work during the period. Also on an individual level, encourage workers to assess learnings gained during the period.
Focus on the positives from lessons learned - after conducting the review ensure you document, communicate, remind and repeat the key gains from the pandemic experience, supporting worker motivation for the next phase.
In closing, congratulations on getting this far in your pandemic work from home leadership journey! Take what you can of the positive learnings and keep positive about what's to come in the hybrid model. My next newsletter will be on hybrid model best practices to be released over the coming days.
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This article was originally posted on LinkedIn on 25th Jan 2022.