What Do We Do Now?

Supporting Employee Wellbeing on the Journey to a New Normal

Every job has its own unique stressors, and each employee reacts differently to them. Certain individuals work better under pressure, and others do their best work when life is less chaotic. The Covid-19 pandemic added additional unexpected and long-term stress to our personal and professional lives causing a cataclysmic converging of old and new chaos. Many of us thought we knew how to effectively manage the day-to-day pressures of our normal lives, but when the pandemic arrived in full swing, normal went out the door. Today, in a somewhat post-pandemic world, the word ”normal” still doesn’t describe what many of us are experiencing. As the world continues to recover from an unprecedented phenomenon, many are struggling to find a “new normal”.

What is your new normal? How have recent events affected your daily routine? Chances are, like many of us, you have faced personal, professional, social, and financial challenges due to the pandemic, inflation, and a lack of resources among other social and economic issues. In a survey conducted by Moming Consult in October 2021, 55% of Americans report a negative impact on their overall stress levels due to the pandemic. Increased stress levels negatively affect every part of life – relationships with family and friends, physical, mental, and emotional wellbeing, sleep habits, and performance at work. Overwhelming pressure can rob us of life as we know unless we make a conscious effort to overcome it. As business owners, employers, and leaders, we must be the example for our employees. We are on the same journey as many of our team members, seeking consistency and comfort, a renewed sense of safety in a now somewhat unfamiliar existence. How can we show up for and support the wellbeing of our workers as we navigate these unchartered waters together?

The idea of normalcy has always been a relative term. What is normal for you may be slightly different or completely different than what I consider normal. However, there are at least a couple of concepts that are common among everyone’s version of normal. First, for something to be considered normal, it must be “expected” or “usual” which indicates a manner of consistency in its occurrence. For example, in America, we drive on the right side of the highway, and the steering wheel in most of our vehicles is on the left side of the vehicle. When we’re traveling on the road, it’s “normal” for other vehicles to be traveling next to us in the same direction on the same side of the road. Similarly, when we take a quick peek inside the vehicle parked next to us in the grocery store parking lot, we’re not surprised to see that the steering wheel in that vehicle is in the same place as the steering wheel in our own vehicle. It’s typical and familiar. As most of us know, in Europe, it’s the opposite. They drive on the left side of the highway, and the steering wheel in many of their vehicles is on the right side of the vehicle. While it’s unusual and odd to us, it’s normal to those living in that area of the world. Obviously, the consistency of expectancy is a foundational concept of normalcy.

A second but equally important common denominator of normalcy is safety. Think about it…for you to accept something as “normal”, you must be comfortable with it, right? Change is uncomfortable and can sometimes be frightening, especially when it is unplanned change. Maybe it’s having to learn a new process at work or being forced to find a different route to your favorite store because of road construction; maybe it’s learning how to manage life after the loss of a loved one. You may be apprehensive, frightened, uncertain and/or uncomfortable, at first, because you must face the unknown and overcome the overwhelming despair of not having it all figured out. Eventually, though, as you move forward with purpose day after day, you become comfortable with the changed process, the alternate route, the updated routine. It’s no longer new and unexpected or unexplored. You’ve tested the outcome or result and are no longer apprehensive or fearful about it. The stress of uncertainty is diminished or eliminated altogether because you now know what to expect. It has become your “new normal”.

We are all in this period of adjustment right now, trying to wrap our minds around our new normal. The process of this transition from the chaos of the pandemic to the uncertainty of the future adds more anxiety and pressure to our already overburdened psyches.  As responsible employers and leaders, it is important to acknowledge the global impact of recent world events on humanity, but more importantly, it is critical to understand how to encourage and support the wellbeing of our employees during this return to a normalcy. You may be asking yourself, “How can I help someone else on their journey when I don’t even know what my new normal is yet?” Here is some food for thought on how you can show up for your staff as you make this journey with them.

1. Advocate self-care.
   1. Encourage employees and colleagues to take time off to rest, relax, and recharge.
   2. Normalize asking for help with workload among colleagues and coworkers.
   3. Provide resources such as an employee assistance program (EAP), mental health benefits, and company wellness programs.
   4. Encourage reaching out for support.
   5. Offer information for support agencies such as the National Suicide Prevention Lifeline and Disaster Distress helplines.
2. Communicate more, not less.
   1. Consider an open-door policy where employees feel comfortable discussing important topics with leaders.
   2. Be as transparent as possible with efforts to achieve company goals and the impact of local and world events on the business.
   3. Practice active listening and empathy in all interactions. Listen to hear and not just respond.
   4. Ensure there are consistent, scheduled check-in meetings with all staff members so everyone knows there is an opportunity to be heard and supported.
   5. Treat each interaction with an employee as the opportunity to positively impact their day and set an example for how they should interact with others.
3. Review and update workplace policies.
   1. Consider a flexible work schedule to allow employees to meet demanding obligations outside the workplace.
   2. Explore the benefits of a work from home or hybrid policy.
   3. Evaluate your current time off policy for fairness and relevance in the post-pandemic era.
   4. Review job expectations for balancing workloads.
4. Lead by example.
   1. Practice self-care and explain to others the positive impact it has on your life and work.
   2. Listen and communicate with empathy and understanding.
   3. Take time to check in with employees for no other reason than to ask a genuine question to show you care, “How are doing today?”.
   4. Keep your word. Say what you mean and mean what you say. Speak clearly, clarify understanding, and allow time for a response.

Following these guidelines will help you create an encouraging workplace where individuals feel comfortable and safe while settling in to their new normal. I’m the type of person who uses work to balance life. If there is chaos in one, I lean on the other to give me strength, perspective, and energy to bring balance and order back to my world. If, as leaders, we help create a work environment where employee wellbeing is a priority, then we can be the catalyst for helping others find balance in their new world. The burden of stress will always be present, but we can minimize its energy-zapping impact on work/life integration by supporting company cultures that prioritize wellbeing of the total human. Most of us are still navigating our path to the new normal. It’s okay that we’re not there yet. We’re resilient, and we’ll get there…..together.

If your team is having difficulty acclimating to our new normal and you want to get back to business, contact CrescentHR. We have a proven process and many resources for employee satisfaction and wellbeing, that we customize to meet your needs so you can achieve the business outcomes you want.

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Rema Gray has a lifelong interest in relationship management and a deep curiosity for human behavior in the workplace, Rema Gray began her payroll and HR career over 25 years ago. She pursued a degree in Psychology from the University of South Alabama and parlayed her education and training into a Human Resource Management career. Her experience ranges from managing the intricacies of human capital growth and development of small local businesses to developing teams and managers for large national corporations. She has worked in many industries, including chemical plants and oil refineries, business services, retail, and many other spaces. She currently manages HR for Crescent Payroll Solutions, contributing to the creation of policies and procedures, measuring and managing organizational risk, organizing, training, and development of the operations team, and maintaining a high level of employee engagement. Rema’s passion is getting everyone in the proverbial boat rowing in the same direction. She believes employee commitment to the organization’s Mission, Vision, and Values is not only essential to the achievement of its goals but also paramount to the overall health and sustainability of the organization itself.

“Human Resources is a basic term to describe a dynamic topic. Focusing on the human part of it is integral to the success of any employee-based business.”