WFH: Leading in a Crisis
Crisis management is a crucial leadership skill to have to manage and assist well-run organizations in times of uncharted turmoil. Great leaders find the balance between business foresight, performance, and character. They have the ability to plan strategically and catalyze cooperation amongst their team in all conditions, even unprecedented.
While we find ourselves in an unprecedented time right now, businesses have asked their employees to work remotely in response to the uncertainty presented by Covid-19. Close to one-quarter of the US workforce works from home most, if not all of the time. This temporary policy has resulted in many managers and employees working out of the office for the first time.
Due to the crisis, the level of preparation typically established by companies introducing remote working guidelines was likely unfeasible due to rapidly changing circumstances. However, there are several things leaders can do to help employees adjust to their new workflow out of the office in order to create organization and foster healthy communication.
Some routine items to keep up with employees working from home include daily touchpoints. Having a call with an employee once a day helps create regularity in their schedules and offers them an opportunity to feel heard and valued. Another item includes providing opportunities for social interaction. Leaving some time at the beginning or end of team calls for non-work discussions can help employees who are abruptly transitioning from the office to the home. While it may sound artificial, research shows this technique is a good weapon to fight off remote challenges such as feelings of isolation. Leaders also should make themselves available to offer support and encouragement to their employees during trying times. During an abrupt shift, addressing stress and/or anxiety is important and requires empathy.
Research shows that employees look to their leaders for cues to inform reactions. In times of crisis, how a leader reacts will have a trickle-down effect on employees. Effective leaders take a two-prong approach by applying both empathy and affirmation.