Employee Engagement During a Crisis

You say it’s hard enough to bring a team together under normal circumstances never mind during a global crisis where you can’t even be with each other, right?  Actually this may be the best time of all.

When asked what gets in the way of bringing a team together, managers will typically list things like – everyone is too busy, too many schedule conflicts, no time to fit it in, no one thing is relevant to everyone on the team and so not a great use of time, too touchy feel-y – we don’t need that stuff…

But here’s the thing…70% of the variance in a team’s engagement level, according to Gallup, is attributable to the manager. More than 79% of employees say they haven’t had a conversation with their manager about goals in over 6 months. Nearly 80% of employees say leadership doesn’t have a clear direction for the company. These conditions affect employee engagement which affects the bottom line and managers have the ability to positively influence all of it. In fact, in just one thoughtfully planned virtual team meeting right now, a manager could make significant strides toward improving employee engagement.  

Improving Employee Engagement Now: 

• A little more time – With no commutes to wrangle with, not having to put on shoes and MUCH shorter distances to walk between meetings, many office workers have gained at least a little extra time and space in their day. A manager could invite the team to a 45 minute virtual meeting with one agenda item: “Checking in on the team”. 
• A little better technology – With platforms like Zoom, it’s super easy to get everyone on a call where you can see and hear each other and have both large discussions and small breakout conversations.  A manager could practice a bit on their own with Zoom (or FaceTime, Skype, Webex, GotoMeeting, etc.) so they’re comfortable and then invite the team to join virtually for the meeting. Assure the team that there will be no advanced meeting skills required.
• A little more planning – Working from home by surprise can be a major challenge for some people. They may not have appropriate rooms, the family may be home as well, the noise level my not be well controlled, there could be pets in the vicinity, children, elders, builders, etc.  On top of that, there are different styles to consider – how do you plan for both introverts and extroverts?  A manager could send some guidelines ahead of time with the invite saying: “This is a casual check in on the team. No special dress is required. Ideally everyone would use video but though it’s encouraged it’s not mandatory.  I will be asking two questions on the call: 1. How are you all doing? And 2. What do yo need from the team? If you’d like to answer on the call that’s great.  If not, that’s ok too.  Just a heads up so everyone is prepared.
• A little more balance – Just because people don’t have commutes, are likely closer than ever to their fridge and bathrooms and don’t have a water cooler around which to chat with colleagues doesn’t mean they should be tethered to their desk for hours on end.  A manager could encourage the team to take advantage of the home office and take breaks to walk, get some fresh air, have breakfast with the fam or be in the kitchen on time for dinner.  These are stressful times and a little balance will be appreciated.  
• A little more empathy – Every single human on the planet who has an internet connection and a will to live is freaked out right now. A manager could be more human, more empathetic, could extend a bit of grace and appreciation for the fact that there is a team at all. And a manager could express that and let the team know that the manager is there if they need something.  

Be uncommon in these uncommon times.

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