Help Your Team Practice Self-Care at Work
Self-care at work in these challenging times is job #1 for every one of us. A few weeks ago, I wrote about the importance of self-care for leaders. We must find ways to create physical and mental health routines to protect our well-being when under stress.
I wrote to you first because what you do and how you do it speaks volumes to your employees. How you model the healthy behaviors necessary to stay “fit” sets a standard for others to follow.
If you missed that article, you might want to read it first: Self-Care for Leaders
Helping our Team with Self-Care
There is a lot of information published every day about the health crises of 2020-2021. Your company or organization, no doubt, will have established policies and procedures that follow provincial or state guidelines and even regional regulations. So I will spare you the repeat.
Walking a Mile
While it’s easy to allow our own needs and fears to consume our thoughts at times like these, a wise leader will approach your work life with a renewed respect for the conditions your team may face on any given day.
The adage to walk a mile in a stranger’s shoes before you judge why he limps applies here.
Take some time to understand the situations that people on your team face daily to keep working for you.
Leaving Home to Come to Work
Many organizations are working entirely from home. Those working at the office usually have some of the team on-site, and some are working from home. These conditions create a lot of stress for family members. Those who come to the office and have families at home might have underlying concerns every day for the safety of those they love.
Do they live with older people or have health compromised spouses or children? Every contact at work is potentially dangerous for them. When their colleagues come to work and belittle the risks or frequently remove their masks, it can cause a great deal of inner turmoil. The concern translates into missed days of work, quick tempers, loss of focus, and perhaps divisiveness amongst the team.
Take the Heat
As the leader, you need to model the correct procedures for your organization, and people depend on you to enforce them. It’s up to you to take the heat so that they don’t have to. A respectful workplace was never more necessary. Everyone needs to be doing their part. You are doing yours by protecting the rights of others.
Now is the time for those uncomfortable conversations we teach about in our workshops. It’s always best to deal with the situation privately by speaking to the offending party without the team being aware of the conversation. But if the problem is prevalent, you might want to bring up the matter in a team meeting or team email update.
Plan for Mental Health – Self-Care at Work
Everyone is feeling the stretch of the times in which we live. It takes a toll on our attitudes, energy level, and our creative or innovative thinking. Ensuring that your team has extra time for renewal is critical to their performance.
If the budget allows, you can offer them memberships to podcasts or apps like Insight Timer. Encourage people to get away from their desks and go for walks outside. Allow more time for check-ins and be mindful of what they share or if they never share.
Consider their situations more than you might typically do. Try to be aware of changes in their attitude or performance. The more I actively listen to people, the more I hear them share their concerns. I have heard several accounts lately from colleagues who bear the burden for extended family who has lost employment or experienced a layoff. They need financial assistance, and people on your team may be wanting (expected) to help. It’s stressful.
Should you have employees who have lost a loved one from the Pandemic or who must wait every day to hear the news about a loved one in the hospital, create space for their emotions and hopefully support lines to assist when possible.
Recognize the Variables of a Stress Response
While we would never condone disrespectful behaviors in the workplace, you will do well to understand people respond to stress differently.
Some people bully. Some retreat. Others cry. You might eat too much.
Many of your staff might be working while trying to navigate around loud and demanding children. The constant stress of work performance while listening to crying, yelling, or loud playing can take its toll, and the next thing you know, the team member has snapped at you or a co-worker. If it is not their normal behavior – some understanding might go a long way.
It’s Not Normal
The times we live in are unprecedented in our modern history, and frankly, we have not honed our skills at navigating so much trouble. Be kind to yourself and others. Help people with self-care at work. People are digging deep to maintain their calm, do their job, stay present for those who need them, and hold hope for a better day.
Help employees practice self-care at work to protect your most important resource – your human resource.
