How to Support Your People through Post-Pandemic Changes

How to Support Your People through Post-Pandemic Changes

Just as we experienced a period of uncertainty during the beginning of the global pandemic, we’re now also experiencing some uncertainty over what this transition to a post-pandemic world means for people’s work life and careers.

During this transition, organisations now more than ever need to address that uncertainty and support their employees if they want to remain competitive, keep their people engaged, and keep their people—period.

So how can you and your organisation accomplish this? Here are some suggestions.

6 Ways to Help Your Employees Through Uncertain Times

1. Approach change with empathy.

Expect a whole range of emotional responses to change: anxiety, excitement, fear, frustration, and more. To each and every one, respond with empathy. By making empathy and understanding core tenets of how you interact with your team members during this time (and always, really), you’ll be able to create an environment of trust and openness. It’s important to remember that those most impacted will need more support, so be prepared to provide it.

2. Engage staff in planning for the changes ahead.

By engaging staff during the planning phase of any changes you’re considering for your organisation—especially changes that will affect them—they’ll feel like an integral part of the company’s evolution. Your team members also have intimate knowledge of your systems and processes, and therefore probably have incredibly valuable suggestions to make. Therefore, encourage feedback and sharing of ideas early on in the change process and establish clear points where staff discussion and input should be integrated.

3. Break down the transition into more manageable stages.

Break down any post-pandemic transitions your organisation plans to undertake into well-defined stages with well-defined tasks. This won’t only make the transition more manageable, but using smaller initiatives will be easier to follow and understand, allowing your people to adjust slowly and systematically while building their confidence and sense of security.

4. Choose a diverse team to head projects.

When it comes to selecting a team to head projects, in addition to considering racial and gender diversity, also keep diversity in seniority and areas of specialisation in your business in mind. A team of people across various roles, at different levels, with different knowledge of and skill sets pertaining to your business will provide you with insight into how changes will affect your organisation at every level.

5. Be transparent!

As we’ve mentioned in previous posts, being transparent about the changes that are happening internally, why they’re happening, and the actual implications of such changes has a host of benefits. Transparency in general makes employees feel valued, increases engagement, allows them to freely communicate, encourages creativity, and creates a stronger company culture. When it comes to transparency around change, it also encourages adoption, eases anxieties, and mitigates resistance.

6. Use this as an opportunity to build a culture of continuous improvement.

Capitalise on this experience to demonstrate the culture of continuous improvement you intend to foster at your organisation. Such a culture will mean your team members will be less afraid of and resistant to changes big or small while being equipped with the skills to be more agile and open to different ways of working. One such way to build this type of culture is to implement a mentoring program. Not only can mentorship open your people up to new ideas, perspectives, and ways of thinking, it can also serve as a catalyst for cross-functional discussions.

The Takeaway

Preparing for post-pandemic changes can cause anxiety and concern for your employees, which is why it’s best to address them early on and with a meaningful and sustainable action plan—like implementing a mentoring program.

Check out our eBook “The Definitive Guide to Remote Mentoring” to learn more about why mentoring is a good tool for organisations going through times of change and uncertainty.


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Grace is our Content Marketing Manager at Mentorloop. She's also a keen cook, a dog mom, and lover of all things tropical.

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