I feel exhausted. I can’t get up for the air. I’m just looking at the movements. I don’t know how long I can go on with this.
This is draining the workforce. If you’re leading people — if your business depends on people doing well — ignore your risk.
By now, many people know the “meh” weariness of our COVID-19 shrinking lives, the feeling of stagnation at the core of an emotionally draining year. But it is not a new concept. Based on the previous BetterUp–pandemic study, it affects 55% of employees.
Imagine not just one team member, but more than half of your team, irritable, confused, upset, or angry. That’s not where you want to work, is it? In a 2002 study, Emory sociology professor Corey Keyes found that, in addition to the risk of falling into severe depression or anxiety, sluggish people were more likely to lose or miss work. It doesn’t stop there. Language is a literal drag on interpersonal dynamics, making it harder to maintain productive working relationships or be open to new ideas.
As the leader of a company, what do you have to do about this? Your employees are making their way through the smog pandemic at the exact moment when companies need to open fire on all the pillars. You want support, but you’re also building a business and you need your workforce to be productive. Inevitably, things are moving. Not only do you need productivity, but you also need agility and innovation from your teams. Your team may appreciate it if you care about their struggles, but compassionate leaders aren’t just sympathetic or empathetic. They may like you more if you share their problems.
But as a compassionate leader, the goal is that your entire team doesn’t have to struggle too much.
Making it not okay is not okay. To get started, learn about the diverse needs of your changing workforce and whether your company culture can better support them and their well-being. This can be done through employee surveys, committee meetings and direct feedback from managers and people’s leaders.
Reduce the burden of getting help. Provide personalized support and tools to meet your team where they are to develop their own psychological core and easily get the help they may need on an ongoing basis. Personal growth can drive organizational performance and agility and can be supported at scale with the right partners.
Committed to building strong mental fitness. We’ve heard this phrase a lot: “We’re all in here together.” That said, when leaders encourage and inspire self-employment, results will come. It could be partnering with a mental health solution that can provide support at scale, designating non-meeting times, workplace flexibility, or providing resources and time to employees. do things that complement their mental health.
Understand overcoming fatigue is a continuous practice, not just a destination. Mental fitness, like physical fitness, is a way of life and an ongoing journey. It takes commitment to implementing new methods and being supported by expert coaches and surrounds us with a community of others on the same journey.
Sometimes we can deal with a stressful situation. However, the pandemic has shown…
Continue read this article here
