1. Listen to their concerns
Let your people know you are there to listen. And make sure you mean it. Help them find resources or get answers to their questions. This extends beyond simply keeping your door open. Instead, be overt in explaining how the company is providing support. And don’t forget that everyone is different: take the time to check in on a one-to-one basis. By being there for your people in the hard times, you’ll build trust that will outlast the current coronavirus crisis and indeed, any crisis.
2. Share facts and quell misinformation
In the world we live in, information travels fast. And fake news seems to move even faster. In times of crisis, it’s important to be honest and transparent, and to ensure you address any myths or misinformation to stop them spreading. Get ahead of the potential employee rumor mill and you’ll have the double benefit of calming people’s fears while maintaining productivity.
3. Provide timely updates
With the fast-evolving nature of crises, old news is as bad as no news. Giving your team real-time updates will help keep them apprised of any changes and demonstrate that you place a priority on ensuring they’re empowered with the information they need.
4. Show how you’re helping and tell them how they can be involved
People inherently want to help and they want to be part of something bigger than themselves. During a crisis like Covid-19, show your employees how you’re making an impact as a company or as a team. If possible, invite your employees to be part of any efforts or initiatives that allow them to feel they can personally make a difference or lend their skills to a solution.
5. Say thank you
Let your employees know how much you appreciate them. Thank them for their efforts, particularly if they’re having to work outside standard hours or otherwise go above and beyond to manage through a crisis. Be sure to thank people in a way that is comfortable for them. Some enjoy public recognition, while for some a personal gesture like a handwritten note or an in-person conversation may be even more meaningful.
If you would like support on your own employee engagement, get in touch with Fredrika Rylander.