Supporting employees remotely: how do you do that?

The corona epidemic has shaken up all our familiar management tools. Proven conversation techniques and other management skills no longer seem to work, or at least not provide an adequate solution. It's about looking for new solutions, often by trial and error. But there are times when, as a manager or HR professional, you don't want to be empty-handed.

For example, when your employees are really struggling, due to anxiety, grief or a drastic family situation. There are ways to be of support, although it is not possible in the immediate vicinity.

We share a few tips that can help you and your team do this.

1. Be active in building bridges

‍Most of humanity is not psychic. The chance that you will automatically notice from your home office that one of your employees is not doing well is therefore quite small. Now that many people are working from home, you are bound to miss out on all the signals you would normally have had at the work location. A tired step, a closed door, or always being late.

You don't see it, so you don't know.

You should also not trust someone to give a signal of their own accord if they are not doing well. It is usually difficult for an employee to share confidential matters with colleagues, let alone a manager. Literally miles away only raise that threshold.

The motto is: don't sit back. Be active in bridging that distance.

Make sure you 'meet' the team daily during a virtual day start or end. This is very good for mutual social contacts, but it is also immediately a good 'thermometer' for the atmosphere and well-being.

If you notice that someone is responding differently than you are used to, do not hesitate to invite them for an individual conversation in a “break out room”, or maybe even prefer a coronaproof outdoor walk. So dare to keep asking once you speak to each other.

2. Be visible

‍The situation we are in right now causes a lot of anxiety and uncertainty. What does the coronavirus crisis mean for the future of the organisation? How do I prevent contamination? Questions like this can result in sleepless nights.

Add to that the fact that working from home can cause feelings of loneliness and alienation.

It helps to be literally and figuratively more visible to employees and colleagues. Send out a small update about projects or news more often than usual.

Communicate clearly when you're working and how you can be reached most easily. If part of the team works on location, make sure you are there regularly yourself.

Literally open your door to spontaneous walkers or, better still, schedule time for a tour of the workplace and consciously pay extra attention to the people you're talking to. Ask how someone is doing, what they're doing, and if they might need help with this. Try to exude a positive vibe by also mentioning successes and future prospects.

3. Dare to ask

‍If you notice that the employee has problems or fears, do not take it lightly. Listen sincerely and dare to keep asking. Also, offer help. If the problem is too complex to be solved easily, discuss the possibility of professional support, possibly in consultation with your occupational health service.

Corporate social work, debt counseling, coaching: The Netherlands has a rich range of help options. As an employer, also contribute to this by paying part of the costs, or even paying for them in full.

Such an investment always pays off. You not only prevent absenteeism, but increase your employee's loyalty to the organisation. And that is priceless.

4. Room for mourning

‍A death of the employee or a close loved one, whether or not due to COVID-19, causes a shock wave among colleagues. Because distance has to be kept literally now, it is even more important than usual to pay a lot of attention to the care and procedure.

Contact the relatives as soon as possible to ask if they would like to have contact with the organisation and colleagues, and if so, how.

Should the relatives want a home visit, it must be properly planned so that the corona rules can be complied with. It helps to appoint a permanent contact person within the organisation to arrange communication and condolence. This creates clarity and also brings some peace of mind to the bereaved.

Take advantage of the online opportunities. Open an online condolence register, or communicate (in consultation with the relatives) the link to the funeral livestream.

This can offer colleagues the opportunity to sympathise and also be able to process the loss themselves.

Remember to be alert to emotions even after the funeral. Name what you notice and see, and set aside enough time and space for it.

5. Small gesture, big impact

‍Finally, another well-known tip that should not be forgotten: it is also possible to provide tangible support from a distance. A nice bouquet, a card or, if necessary, a box of chocolates with an encouraging text: almost everything can be ordered online and delivered to your door.

A small gesture, especially if it is offered non-obligately and at an unexpected time, often has a positive effect.

Need more inspiration?

‍At Pluvo, we know everything about online solutions and arranging things remotely. So don't hesitate to contact us!