By Jonathan Thomas | Senior Manager | Government & Public Sector| Ernst & Young LLP
The COVID-19 crisis has changed how people work. When the lockdown orders were first initiated over six months ago, many of my fellow employees — including me — were glad to be working remotely from home rather than working in an office setting. However, after working from home for an extended period, balancing video calls, families, home schooling and more, some may feel anxious, isolated and overwhelmed. With remote working being the current new norm, teams need to consider new ways to work effectively and balance professional and personal needs. Ernst & Young LLP has made it a priority to address the needs of its employees and to maximize the virtual platforms that are available. Here are five ways I have seen EY teams adapt to help ensure its team members stay connected and encouraged in these uncertain times:
1. Individual check-ins.
Dedicate time in your week to reach out to team members. Ask about how they’re doing, how their family is doing, and if they have any issues with working remotely. Create a safe space and encourage open and honest dialogue to nurture a real relationship with the team member that goes beyond small talk. Now more than ever, it is imperative to have a human exchange and connection.
2. Group activities.
Since employees are not going into the office, one of the things that they miss the most is being able to talk with co-workers about subjects such as sports, vacations and personal milestones. To recreate this environment, host a virtual lunch, happy hour or coffee to bring the team together, catch up and even play some games/icebreakers. Teams can organize virtual lunches where the team can dial in, take a break and talk to establish the atmosphere of being back in the office cafeteria. Include leadership in these events so they can meet with the team and better get to know each other. Recreating the “water cooler talk” is a challenge, but it gives the team an opportunity to rest and be rejuvenated by the conversation and connection.
3. Block personal appointments.
Just because everyone is remote does not mean other aspects of your life have vanished. There are still doctor visits, child care, helping kids with school, errands and more. Raise awareness of when you are busy or out of the office for personal reasons to increase transparency and comfort with handling personal situations. Setting this example for your team will help them be more comfortable with doing the same and creating a better work-life balance.
4. Practice self-care.
Make time each day for exercise, meditation or other self-care practices. Many people find it hard to switch off and leave work for the day – especially when “the office” is the kitchen table. Take regular breaks and don’t feel guilty about turning off your laptop and finishing for the day. Though you may be limited in places to travel, it is critical to detach from work to maintain performance, productivity and creativity, and to prevent burnout. Make a list of things you enjoy doing and commit to start doing them! Ernst & Young LLP has hosted mindfulness webinars for people to take a break and improve their ability to pay attention to the present moment without getting caught up in automatic thoughts and judgments.
5. Give kudos.
Recognize your team members, their hard work and dedication. Whether formal or informal, providing positive reinforcement is a great way to keep morale high. Giving praise and kudos lets them know that they are not only doing something right, but that they are doing it well, and it has not gone unnoticed. In a time where it can seem that positive news is scarce, the results of these moments of recognition and gratitude are infectious. Praise your team members as soon as possible; waiting too long not only diminishes its effectiveness, but it might slip your mind.
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The views reflected in this article are those of the authors and do not necessarily reflect the views of Ernst & Young LLP or other members of the global EY organization.
