Empathetic leadership is ‘critical’ to employee wellbeing as more staff return to the workplace, confirmed several experts.
“With the reopening of society, the return to a more normal environment is bringing welcome relief to the emotional wellbeing of many workers,” according to Michael Thompson, President and CEO of the National Alliance of Healthcare Purchaser Coalitions. “However, navigating the return to the workplace for some may take time and some tempering of expectations on both sides.”
Empathetic leadership is key particularly as many employees continue to struggle with mental health issues. According to the Mental Health Index (US Worker Edition), elevated risk of pandemic-fuelled post-traumatic stress disorder (PTSD) continues – up 56% compared to pre-pandemic; driving stress levels up and adversely impacting employee resilience and cognition.
PANDEMIC-FUELLED PTSD
For employees suffering from PTSD, the workplace is not a pleasant or productive environment, according to the Mental Health Index. When compared to employees without PTSD risk, they demonstrate:
- 57% higher level of stress
- 18% decrease in sustained attention and focus
- 11% lower level of resilience
- 8% worse planning skills
- 5% worse memory
“The new data suggests that employees continue to struggle with mental health challenges, as a result of the Covid era; and that employers must remain focused on support,” stated Colleen McHugh, Executive Vice President of the American Health Policy Institute and Strategic Advisor for HR Policy Association. “Large employers are ever-sensitive to employees’ needs, developing new mental and behavioural health benefits in addition to other forms of support as most workplaces transition back to an in-person environment.”
STAFF MENTAL HEALTH METRICS
On a positive note, the latest Mental Health Index showed that most mental health metrics are getting better. This good news is driven in great part by notable improvements in the 20-39-year-old female cohort. These young women may be benefiting from a lift in quarantine requirements, suggests the reports. According to its findings, when compared to May 2021, stress fell by 25%; anxiety decreased 44%; depressed mood dropped 43%; and conscious negativity bias declined 20%. That said, the risk of sustained elevation of PTSD remains, and many employees continue to struggle with mental health issues.
“Empathetic leadership is a recurring theme of our conversations with employers nationwide as they navigate the post-pandemic corporate terrain,” noted Louis Gagnon, CEO of Total Brain. “For many business executives there is a fear they will be less respected if they show empathy in the workplace. Yet, we know that empathy drives better business outcomes, from improved productivity to happier employees. Empathy is what employees need right now.”
EMPATHY IS CRUCIAL
Gerald Suarez, Professor of the Practice in Systems Thinking and Design at the University of Maryland’s Robert H Smith School of Business believes empathy is a crucial element that leaders can use to ease the transition. According to Suarez, one of the toughest things that anyone can do, is starting something new or stopping something old. “Covid-19 accelerated people leaving behind things the way they were and embracing the new way, which led to them developing new habits,” explained Suarez, “Now people are being asked to abandon this new way and let go quickly. That manifests in disruption and vulnerability with people having already adapted and being forced to adapt once again.”
It’s these types of moments where leaders need to be sensitive to what people are going through. “Understanding how employees are feeling at this time is critical to accelerating the organisation’s reintegration,” added Suarez. People have been impacted by this pandemic in varying scope and levels of intensity; and every conversation is unique.”
TIPS TO HANDLE THE TRANSITION
Suarez offers some recommendations on to help leaders handle the transition back to work, and face those tough conversations. They include:
Look for meaning
Consider why someone is sharing specific details with you, but don’t rush to solve the situation right then and there – just listen. Silence is your friend. Don’t interrupt, but ask questions for clarification when necessary, such as ‘What do you mean by that?’ ‘Tell me more.’ Or a simple nod, will allow you to relate to the situation at a deeper level.
Read between the lines
Stay in the moment and focus on what you hear and what you see. The unspoken parts of communication can offer relevant clues. What emotions are you observing? What expressions and gestures are reinforcing the feeling? Are the spoken and unspoken communications in harmony? All of those details are important to pick up on. Seek the proper context. After allowing for the meaning and feelings to emerge, it is important to get some specifics and demonstrate curiosity. When, how and where did something happen? Gather the facts, make your assumptions explicit and seek clarification. How widespread is this issue? Is this person representing the views of others or is this their own point of view? Paraphrase your understanding of the message and let the person react to it. Never walk away without this validation.
Assess the consequences
Are there unintended consequences or irreversible implications that may emerge? As you seek empathy, be mindful of your own emotions. Are you genuinely interested in how others feel? Are you in tune with how they feel? How do you know? Are you mindful of how their emotions are influencing you?
Don’t watch the clock
When people ask if you have a minute, consider the intensity of the request and try not to postpone the conversation. They may change their minds and not tell you. Is this a priority that requires immediate action or attention? Assess the risk of inaction or postponement. Recognising the time sensitivity with respect to the request is an opportunity to take action and our options should be to respond with compassion and comfort.
Workplace priorities have shifted to employee wellbeing, mental health and diversity, equity and inclusion (DE&I), according to a new study. Click here to read more.
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