Whilst there’s certainly never been a better time – or excuse – for diving under the covers and bingeing Netflix all afternoon, the reality is that many of us need to keep working through the COVID-19 crisis. Small-to-medium businesses are having to adapt at breakneck speed to online and/or delivery-based business models.
A lot of my clients, including in key sectors like healthcare, finance, tech and emergency services are suddenly finding themselves in hastily-organised remote working situations. Suddenly, the structure of office on site life and support networks are being replaced by conference calls and daily uncertainties as to what ‘best practice’ means now.
None of us can predict how long or how bad this crisis is going to be, and this new reality will be tougher on some colleagues than others. There are psychological factors to consider for those who are suddenly required to work remotely. Myself and my team of trainers are currently advising employers (remotely, via webinar) on how to adjust during this crisis to reduce stress and productivity difficulties. Based on that advice, here are some of our suggestions to help managers and their teams to adjust to the new working landscape.
We’re All In This Together – Doing Your Best Remotely
Lay out your working plan for everyone as clearly as you can. It’s a good idea to acknowledge from the off that the new working methods are unlikely to be plain sailing initially. Getting used to things – from getting everyone to mute their mic on Zoom to new complaints protocols – is going to take time.
Not all colleagues will have the same level of ease with virtual comms. If you have any staff with neurological differences this is particularly important. There are going to be points missed and/or lost in translation. Be patient and emphasise the importance of good communication over ‘getting it right, first time’.
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Well-being Is Paramount
Within every workforce, there are always going to be some colleagues that handle change better than others. For some, the rate of change during the COVID-19 crisis has been overwhelming. Working with the neurologically diverse means we are familiar with anxiety and stress triggering safety-seeking behaviours. Anxiety can manifest in a number of ways, and is known to be higher for home workers, as the boundaries between home and work get blurred, affecting the amount of ‘down time’. One thing to look out for is colleagues who ‘cope’ with the new environment by becoming fixated on work as it morphs into their main connection to ‘normality’ and the outside world. Make sure you and your staff stick to allotted working hours and put in place some ground rules for those working unsociable hours to accommodate their home life, such as out of office autoresponders and rules around social media contact.
Take Time Out
Make sure your colleagues take lunch and screen breaks. And, if they’re not self-isolating, encourage staff to get some exercise and fresh air. Having some non-work-related chat-time is also a good idea, enabling us to check in on everyone’s state-of-mind, managers included. You may want to consider scheduling regular wellness workshops. If your organisation has the scale, a workplace well-being psychologist might be a worthwhile investment. They could host webinars where people can share their anxieties, with a positive focus on exercising the control we do have over our situation. Getting ahead of this before people become fatigued or overwhelmed will be key, starting the conversation and giving people time to express themselves will add a layer of support.
No One Left Behind
Connectivity within teams is going to be crucial for maintaining the group energy and innovation that is needed to get through these challenging times. Your team members are all stakeholders in making this new emergency situation work. Make sure you include everyone – even the quiet ones – in group conversations. There will likely be unexpected problem-solving and improvements to your workflow happening now that will carry through when the quarantine is lifted.
My Family And Other Animals
Many workers will be doubling up as carers for older and younger dependents also on lock down. Suggest, if possible, a designated work area to help create a physical border of sorts between work and home. It won’t stop the cat walking on the keyboard during conference calls, but it will give everyone else in the household clearer boundaries during working time. And accept that for some, this is going to be a serious compromise. Full time caring and full time working is not possible for the long haul – see what accommodations you and the rest of your team can make, some human kindness and sharing of workload will translate into serious loyalty and appreciation down the line.
The World Transformed
As is often the case with seismic shifts of this magnitude, when we emerge from this pandemic, we won’t be going back to ‘normal’. Our societal structures and safety nets are being stress tested like never before. We will look back on this as a pivotal moment in how we organise our institutions. Let’s apply what we already know from solid psychological research to support our colleagues to work at their best in more flexible and resilient practices that can remain in place for those who benefit. People with caring responsibilities and disabilities have been requesting greater access to flexible working for a long time; it will be much easier to implement after this! Necessity is the mother of invention, as the saying goes.
Genius Within’s daily webinars for managers draw on evidence-based research and guidance on best practice for managers supporting remote workers, including the psychology of working online, mitigating isolation, creating momentum and energy and communication etiquette. If you are a key worker, these courses are free.
About The Author
Dr Nancy Doyle is a registered occupational psychologist with 15 years’ experience of assessing and coaching neurodiversity at work. She campaigns with the British Psychological Society and is a Research Fellow at Birkbeck College, University of London. Nancy is the founder and CEO of Genius Within.
