{"id":15173,"date":"2020-09-03T14:17:34","date_gmt":"2020-09-03T18:17:34","guid":{"rendered":"https:\/\/sourcelive.hr.msu.edu\/?p=15173"},"modified":"2020-09-03T14:17:37","modified_gmt":"2020-09-03T18:17:37","slug":"employee-engagement-in-a-rapidly-changing-workplace","status":"publish","type":"post","link":"https:\/\/sourcelive.hr.msu.edu\/?p=15173","title":{"rendered":"Employee Engagement in a Rapidly Changing Workplace"},"content":{"rendered":"\n

Written by Jennie Yelvington, MSW, ACSW, Program Manager, MSU HR Organization & Professional Development\u00a0<\/em><\/p>\n\n\n\n

Recent research analysis (Quantum Workplace, 2020) seems to indicate that employees are feeling more engaged now than prior to the pandemic. While that certainly isn\u2019t true for everyone, there are a number of variables in this situation that have led many employees to rate their engagement as higher and their leaders as better than in the previous year, including increased communication and a focus on wellness.<\/p>\n\n\n\n

Engagement during this time is complicated though, and efforts must be intentional and thoughtful as people struggle with a variety of new challenges.<\/p>\n\n\n\n

Here are strategies that can help. <\/p>\n\n\n\n

Frequent, Honest Communication<\/strong> <\/h2>\n\n\n\n

When times are ambiguous and rapidly changing, some leaders pull back, gloss over issues, and avoid decisions, which can cause more difficulty. \u201cCognitive biases, dysfunctional group dynamics, and organizational pressures push (leaders) toward discounting the risk and delaying action.\u201d (Kerrissey 2020). Being straightforward with people about what you know and don\u2019t know is essential, and it can include warnings that the direction could change as new information comes to light.  <\/p>\n\n\n\n

Action Step:<\/strong>\u00a0Share information frequently.\u00a0Consider brief meetings with your team multiple times per week. This allows\u00a0all to touch base, ask\u00a0questions, and share new information. Don\u2019t make them any longer than they need to be\u00a0and make sure you ask \u201chow\u201d people are doing, not just\u00a0\u201cwhat\u201d\u00a0they are doing.\u00a0<\/p>\n\n\n\n

Demonstrat<\/strong>e<\/strong> Empathy<\/strong> <\/h2>\n\n\n\n

The combination of direct honesty noted above must be combined with deep caring. When you do meet with others, make note of\u00a0their behavior and level of interaction. If they don\u2019t seem like themselves, check-in to see if they\u2019re ok. Without the social contact we usually have, we rely more than ever on our work colleagues for compassion and the sharing of our human experiences.\u00a0Taking a bit of time to do this\u00a0helps to increase trust and the sense of being \u201cin it\u201d together.\u00a0Also,\u00a0be aware that\u00a0people may be juggling multiple, additional\u00a0responsibilities (such as helping kids with\u00a0schoolwork) while doing their job.\u00a0As much as possible\u00a0and if the\u00a0role\u00a0allows,\u00a0consider\u00a0flexibility in schedules\u00a0so that people can work when they are most able to focus.\u00a0\u00a0<\/p>\n\n\n\n

Action Step:<\/strong>\u00a0Reflect and support.\u00a0Take time to think about how individuals who report to you are being impacted by this situation.\u00a0When people share good news, join in that celebration.\u00a0Consider what they might be struggling within their individual situation\u00a0and how you can empathize and offer support or resources.\u00a0Make sure people are aware of\u00a0the\u00a0MSU Employee\u00a0Assistance\u00a0Program\u00a0services available to them.\u00a0For resources related to flex schedules,\u00a0childcare, elder care, and more, check out the\u00a0WorkLife Office.<\/a>\u00a0<\/p>\n\n\n\n

Keep an Inclusive Eye to Innovation<\/strong> <\/h2>\n\n\n\n

Engage your team in a fresh look at the work before you. What has changed?\u00a0What has continued?\u00a0What could benefit from being done\u00a0differently?\u00a0You may find that some of your employees have\u00a0untapped skills that are now very useful or inventive ideas that might successfully move forward\u00a0in this environment.\u00a0Create a safe space for people to bounce around ideas and take some ownership in reinvention.\u00a0Make sure you are listening to ideas from all\u00a0team members, not just those who think like you. Diversity of thought\u00a0and\u00a0experience is what drives innovation.\u00a0Empower\u00a0your team to\u00a0work together to\u00a0solve\u00a0new challenges, rather than having them\u00a0passively\u00a0waiting to be told what to do.\u00a0<\/p>\n\n\n\n

Action Step:<\/strong> Set the expectation that all team members stay up on best practices and future trends for their area of work. Set regular meetings (monthly or bimonthly) to share and brainstorm ways to integrate what they are learning. <\/p>\n\n\n\n

Manage Performance and <\/strong>Support Development<\/strong> <\/h2>\n\n\n\n

The pandemic has resulted in many changes in how we approach and bring forward our work. Are you and your team prepared to meet the demand? Have you reviewed processes and expectations given the shifting environment, and made the expectations clear to your team? Be aware that employees might need help in developing new skills to carry out the work effectively in the new world. It is not uncommon for people to feel awkward or embarrassed about this need. <\/p>\n\n\n\n

Action Steps: <\/strong> <\/p>\n\n\n\n