What do we need to be aware of?
All of us, at some point in our lives, will go through a time when a life event will have an impact on our work.
For instance, going through a divorce, experiencing bereavement or struggles within family. On any of these occasions we might not be or perform at our best. So, managers need to be able to support employees to take of care of themselves emotionally and, at the same time, ensuring they are doing their work.
This can be a huge test of leadership for a manager who need to find a way to handle these situations. There is a need to find a balance and be able to be empathetic and compassionate as well as professional and keeping the team productive.
Be available to your employees
Employees may hesitate to open up about personal struggles, whether it’s dealing with a sick family member or facing emotional distress from a breakup. They may fear judgment or feel overwhelmed by their situation. The first step for managers is to create an environment where employees feel comfortable approaching you. Building strong relationships with your team helps you recognize the warning signs of stress and provides an opportunity for early intervention. While it’s important to show care, remember that your role is not to act as a therapist. You don’t need to dig into the specifics of your employee’s personal problems. Focus on offering empathy and support, but avoid prying too much. Instead of becoming overly familiar, aim to build a trusting relationship where employees feel comfortable discussing their needs, but on their terms.
Listen First, Suggest Second
When an employee shares their challenges, resist the urge to immediately suggest solutions. Listening first is crucial. Sometimes, employees just need to vent or explain how their situation is impacting their work. Instead of rushing to offer time off or a schedule change, ask what would help them manage their responsibilities during this difficult time. A collaborative approach—using “we” to discuss potential solutions—empowers the employee to feel part of the process. Furthermore, your natural instinct might be to offer extended leave or flexible hours, but be mindful that not all decisions are within your control. Understand your company’s policies and what resources are available, such as leave options or support services through company insurance. If you do have flexibility, be clear with your employee about what’s possible, and always follow up to ensure that any adjustments align with company guidelines.
Be Consistent, Check In Regularly, and Manage Workload
Regular check-ins with employees during difficult times show that you care and allow you to assess their progress. Asking simple questions like, “Do you feel like you’re managing okay?” helps ensure ongoing support and productivity. Be mindful of their workload by adjusting expectations or redistributing tasks to others, and acknowledge those who help. Set a clear timeline to revisit the arrangement and be transparent about expectations. Consistently applying empathy and flexibility across the team fosters a supportive work environment and builds trust, as employees will expect the same consideration when they face their own challenges.
Do:
- Foster a compassionate atmosphere in your workplace. This encourages employees to feel comfortable sharing their challenges and helps you identify potential warning signs early on.
- Think outside the box when addressing concerns. Offering flexible work arrangements, such as adjusted hours, can help employees maintain productivity without significant disruption.
- Regularly check in with your team to offer reassurance and ensure that any additional support or adjustments are still needed.
Don’t:
- Avoid stepping into the role of a therapist. While you may want to help, it’s important to maintain professional boundaries and not become too involved in your employees’ personal matters.
- Be cautious about making promises you can’t fulfil. Before offering accommodations like time off or alternative work options, familiarize yourself with your company’s policies.
- Treat similar situations differently. Inconsistencies in how you handle employee concerns can lead to resentment and undermine trust.
