Any form of change is difficult. Our minds are hardwired to prefer what we’ve seen before. However, responding to a pandemic that has destroyed the planet for almost a year is a challenge unlike any other.
Stress flies come at us from all directions. Whether it’s anxiety about health or financial issues, traffic and resuming the commute, managing family schedules, adapting to new office protocols, or working with people who may have a different perspective on the virus and take fewer precautions, the changes in our lives have left many of us feeling overwhelmed. People all around the world are suffering from an epidemic that shows no signs of abating, putting them under a mountain of stress. This article demonstrates how leaders may tackle transitions carefully when team members feel like it’s all becoming too much, whether they’re working from home permanently or returning to the office.
To begin, organizational leaders must commit to creating a secure atmosphere in which they can tell the truth about what the firm requires and collaborate with their staff to discover answers. When there is open and honest communication about common goals and heightened expectations, as well as a shared understanding of what team members are up against, the foundation for psychological safety is laid.
Examining the state of their mental health
Examining one’s mental health at work, on the other hand, may not be a habit that many people are used to even if it is safe. In the face of so many unknowns, some employees may feel compelled to mask their nervousness about returning to work by acting confident and cheerful. Leaders should make it a point to provide opportunities for employees to express and address their issues about working. Encourage them to pay special attention to how well they are managing with anxiety and to ensure that their ideas and feelings are not judged.
Communication
This is where early and frequently open and honest communication is crucial. We’re re-entering a new world with new laws, and we’ve all had distinct pandemic experiences. Each team member must determine their own boundaries, as well as the activities with which they are comfortable, and convey this to the rest of the group. Positive prospects for progress will be facilitated by interpersonal relationships and open communication. Leaders may also want to establish feedback loops with their team to ensure that problems are raised and politely addressed rather than ignored and hoarded.
Stress
Technology, while necessary, can also be a big source of stress. During the epidemic, the fortunate among us were able to stay out of harm’s way and work from home. However, we now spend the majority of our days staring at a screen, with video calls accounting for the majority of our interactions. Although it is critical to keep informed, many of us are bombarded with notifications that provide all kinds of upsetting information. Anxiety, despair, and general stress can all be exacerbated by being overly hooked on the news or social media. It is critical that we take some time off.
Conclusion
Covid-19 has forced many people to work remotely, which has resulted in significant changes in how we work. We all know that change, even for the better, causes emotional distress in people. However, there is no going back to the pre-Covid era.
