During a time of significant change, where a greater number of employees are transitioning into remote roles and workplace mental health becomes a greater concern, ensuring consistent productivity can be a challenge. Managers are having to relearn many of the habits they have formed as circumstances differ.
In a teleworking environment, for example, managers must monitor their employee’s well-being through video calls and messaging services, being stripped of in-person feedback sessions. Overworking has also become an issue, with many employees finding themselves unable to maintain a positive work-life balance that, in turn, leads to burnout and stress.
To continue getting the most out of employees in this new business environment, employers must reconsider their work and operations, bringing their methodologies up-to-date.
Businesses are now learning that, due to historical stigmas surrounding mental health in the workplace, many employees are inclined to disguise their issues, such as stress and depression, as a physical ailment. This means that a greater portion of sick leave than we realise is taken due to poor mental health.
To ensure employees remain well and healthy, managers must encourage openness, eliminate the stigma of low mental health, and cultivate a workplace of openness and transparency.
Any mistake that occurs within the payroll department can have a significant knock-on effect. Employees are easily dismayed and frustrated with payment errors or missed invoices. As such, business leaders and managers should ensure their payroll services are well-managed.
A well-run payroll department can also support employees with advice, ensuring that, should they have any queries regarding their salaries or bonuses, they are able to obtain quick and clear clarification.
Delegation can be a difficult skill for managers to learn. Since it relinquishes control to employees, there is an element of risk. However, promising outcomes and expectations are clearly defined, the benefits of delegation far outweigh the risks.
Managers are relieved of tasks that could otherwise be completed by employees, enabling them to take on more challenging matters, while employees are able to prove themselves and develop skills within the workplace.
Open and positive communication in the workplace cannot function if it is one-way. Managers must offer regular and constructive feedback to employees. While this doesn’t have to consistently be positive feedback, it must be constructive. Employees who are uncertain of their progress or position in a workplace are likely to become alienated and lose confidence. Even a small reassurance or piece of advice can help an employee to clarify their targets and improve their work performance.
There has been rigidity within the workplace for decades. The flexible schedule desires of employees haven’t been in the interest of operations. However, with the rise of remote working, this regimentation is breaking down, being replaced with an outcome-focused approach.
Promising that an employee meets clearly defined targets and goals, the responsibility of their schedule is their own. This enables them to manage their own timetable. To classical minds of the business world, this might seem to encourage insubordination, however, the opposite is true. Employees that are enabled by independence are more likely to be happier and more productive, balancing their tasks more easily within their personal life.