Supporting Remote Employees During Uncertain Times

By Jennifer Hipple
Communications Consultant

COVID-19 has upended what work looks like for anyone who’s been working from home for the last several months. While many of us have been adjusting to the “new normal,” we still live with the ongoing anxiety of an uncertain future which brings with it stress, burnout, and distrust. It can also lead to low team morale. Employees need to feel they are adding value while working remotely and that they understand what’s expected of them. A nonprofit is more likely to survive, and even thrive, during an extended crisis if its leaders adapt their expectations and focus on supporting the well-being of employees, not just the bottom line. Here are some tips for supporting your team during these uncertain and stressful times:   

It’s okay to acknowledge that things aren’t normal
With the disruption of what used to be our normal life, many of us struggle with feeling less motivated and productive. During these challenging times, clear and empathetic communication will help your team member manage their anxiety, feel connected to their work, and that the organization cares about them. Leaders can and should acknowledge the stresses their team members are experiencing and offer opportunities to talk about how they are doing. In addition, they want to know how the organization is doing. Frank and honest conversation helps reduce anxiety so employees can focus on their work while feeling valued and respected.   

Manage expectations
With so much economic uncertainty, it’s tempting to compensate by pushing your team harder, but it’s wise to put your team first. Reconsider the frequency of meetings and cancel those that don’t feel necessary. Take into account that parents will likely be doing some degree of home schooling and will need more flexibility with their schedules and responsibilities. Talk in terms of goals rather than deadlines to reduce pressure on employees to deliver. Acknowledge that there will be days that feel more productive than others. Be sure to communicate changes (such as reduced hours or staffing) to your clients to manage their expectations. Leaders should affirm to all team members and volunteers that life is a balancing act and that we all must prioritize our health and that of our loved ones. 

Allow flexible schedules  
Having more control over when we work leads to less stress and being more effective. Identify ways to incorporate flexible scheduling while still maintaining your organization’s commitment to those you serve. Empower employees to decline meetings that aren’t relevant to them and model avoiding sending emails or messages outside of your work hours.

Let’s disconnect!
Even before COVID-19, many of us felt the need to stay connected with work at all hours. Now that more people are working from home, we may have more difficulty switching off. If we’re feeling less productive we may feel the need to fit work in whenever we can. This leads to burnout. Let your team know they are not expected to respond 24/7. And encourage them to take earned vacation time even though they may not have travel plans.   

Provide resources to support mental health
The era of COVID-19 may very well be the most stressful time we’ll ever encounter. It behooves you to communicate with employees about the resources that are available to support their physical and mental health. Replace that dusty old HR manual with a well-thought-out resource (made available in soft and hard copies) that lets employees know how to access resources and services.

A new chapter
While the current pandemic crisis has proven extraordinarily challenging, it is providing us with an opportunity to strengthen our teams by focusing on flexibility, trust, and empathy while investing in employees’ health and well-being. Without them we could not live out our missions.